LOCAL AGREEMENTS

AND

STATEMENTS

BETWEEN

NEXTEER AUTOMOTIVE

AND

LOCAL UNION #699

UAW

DATE: JUNE 29TH

, 2010

This booklet does not contain all items agreed to between the parties. New settlement

language and revised language contained herein is underlined. Any questions regarding

the interpretation of these items may be referred to Labor Relations and/or Shop

Committeeperson.

RATIFICATION

This Agreement is subject to ratification by Local Union 699 and will become effective

as of the date of Notice of Ratification to Local Management.*

(*Effective June 29TH

, 2010)

IN WINTESS WHEREOF, the parties hereto have caused their names to be subscribed

by their duly –authorized officers and representatives the day and year first about

written:

United Automobile and Nexteer Automotive

Aerospace and Agriculture Saginaw, Michigan

Implement Workers of America,

UAW, Local 699

Bob Labonte Vince DeZorzi

Troy Newberry Curt Cargile

Glenn Johnson L. Nick Franklin

Phillip Moore Dereon Pruitt

David Gombar Janelle Delay

Rey Paez Amy Schofield

Jeffery Zariske Conroy Elliott

Michael Chaffin

(June 29th

, 2010) (June 29th

, 2010)

Approved: Approved:

International Union, UAW Nexteer Automotive

Rod Uhelski Curt Cargile

Approved: Approved:

International Union, UAW Nexteer Automotive Corporation

Gerald Kariem

Preface

This publication of the Local Agreements and Statements between Nexteer Automotive

and Local Union 699, UAW as ratified June 29, 2010 include the following: Nexteer

Automotive Memorandum of Understanding Addendum Reconciliation GM/UAW 2009

Modifications Competitive Extension and Supporting documentation

Alterations to the Local Agreement as a result of the Memorandum of Understanding as

ratified June 29, 2010 will appear as underlined text.

All other Memorandum of Understandings and supporting documentation can be found in

the “2010 M.O.U.” section of this published agreement.

The language contained within the Memorandum of Understanding Addendum

Reconciliation, GM/UAW 2009 Modifications, and Competitive Extension and

Supporting Documentation as ratified June 29, 2010 shall supersede any language

previously agreed upon between the parties.

UAW Local 699 – Nexteer Automotive

Memorandum of Understanding

Addendum Reconciliation GM/UAW 2009 Modifications

Competitive Extension

MEMORANDUM OF AGREEMENT entered into this 29

th day of June, 2010 between

the management of Steering Solutions, LLC (referred to throughout as Nexteer

Automotive) at the Saginaw Site and Local 699, International Union, United Automobile

Aerospace and Agricultural Implement Workers of America.

ISSUES ARE RESOLVED AS FOLLOWS:

1. This agreement resolves all issues and disputes which were the subject of

negotiations in the current contract negotiations. Resolution of all matters subject

to these negotiations has been concluded based upon current conditions and

circumstances.

2. This Agreement is subject to written notice of ratification by Local 699 within

fourteen days of the date of this Memorandum Agreement.

3. The effective date of this Agreement will be the day following the date on which

the Company receives written notice of ratification from the local Union and shall

remain in effect until it expires at 11:59 p.m. on Sept 14, 2015 unless otherwise

directed by the National Parties.

4. No provision of this Agreement shall be superseded or changed by other than

agreement between the Company and the Union.

5. This Agreement supersedes any and all previous agreements and understandings

between the parties unless specifically reinstated during these negotiations.

The parties agree that in keeping with the Memorandum of Understanding – Delphi Keep

Sites dated May 16, 2009 the terms and conditions of the following collective bargaining

agreements will be applicable to UAW Local 699 and Nexteer Automotive:

2003 Delphi National Agreement as amended

Delphi Saginaw Steering Systems-UAW Local Union 699 Local Agreement dated

June 2, 2008

May 2004 Supplemental New Hire Hourly Benefits as amended

UAW-Delphi-GM M.O.U. Delphi Restructuring and its Attachments dated June

22, 2007

UAW-GM-Delphi Flowback Agreement, providing rights to return to GM for

employees hired on or before 10/18/99

M.O.U. Covering UAW Delphi Employees Hired after October 18, 1999 and

before October 6, 2003 (extended to October 10, 2005 during 2007 National

Agreement bargaining) providing rights to return to GM for employees hired

between 10/19/99 and 10/7/05.

The parties further agree that the following Memoranda shall constitute an addendum to

these agreements and the terms and conditions will be extended to and expire on the

expiration date of this agreement. In the event there is a conflict, the following

Memoranda supersede all other agreements unless otherwise noted.

The applicability of any agreement that may have been inadvertently omitted from the

above list will be addressed by the national parties.

Memorandum of Understanding Vacation Hours

Memorandum of Understanding Local Agreement – C.O.A. Score

Memorandum of Understanding Electronic Funds Transfer

Memorandum of Understanding Working Hours

Memorandum of Understanding Publications Costs

Memorandum of Understanding Critical Plant

Memorandum of Understanding Shutdown Week

Memorandum of Understanding Supplemental Unemployment Benefits

Memorandum of Understanding Attendance Program

Memorandum of Understanding Appointed Representatives

Memorandum of Understanding Trade Combinations

Memorandum of Understanding IHT – JET Combination

Memorandum of Understanding Health & Safety - Footwear

Memorandum of Understanding Shift Premium

Memorandum of Understanding Wage & Benefits

Memorandum of Understanding Alternative Work Schedule

Memorandum of Understanding Separation Retire or Buy Out

Memorandum of Understanding Contract Implementation

Memorandum of Understanding Holidays

Memorandum of Understanding New Work Commitment

The parties further agree that:

There is no CHR funding obligation with respect to Nexteer Employees. All

requests for CHR type program participation funding are the responsibility of the

local parties, unless the National Parties make exceptions to the contrary.

There will be no inter-plant transfers in or out by GM, GMCH or Nexteer

employees. However, nothing in this agreement amends existing rights of

employees to flow back to General Motors LLC sites under the terms of the

UAW-Delphi-GM Flowback Agreement, providing rights to return to GM for

eligible employees hired on or before October 18, 1999 or the M.O.U. regarding

UAW Delphi employees hired after October 18, 1999 and before October 6, 2003

(extended to October 10, 2005 during 2007 National Agreement bargaining)

providing rights to return to GM for eligible employees hired between 10/19/99

and 10/7/05.

Nothing in this M.O.U. will change any of the terms of the 1999 Benefit

Guarantee that are still applicable.

Work Force Transition (Severance Payments) as outlined in the 2007 UAW-

Delphi-GM M.O.U., Delphi Restructuring will be continued. Active employees as

of December 31, 2009 who are permanently laid off prior to expiration of this

agreement are eligible for a lump sum payment capped at $40,000, in lieu of

continuing Supplemental Unemployment Benefits. Affected employees must sign

a participation release of claims form in order to receive such payment. The

parties agree that employees who are separated pursuant to this provision will

sever all ties with GM, Delphi and Nexteer Automotive and their subsidiaries,

except for any vested pension benefits, if any.

The parties further agree to settle all outstanding grievances prior to a ratification vote on

this agreement.

SHOP RULES AND REGULATIONS

The purpose of these Rules and Regulations is not to restrict the rights of anyone, but to

define them and to protect the rights of all and to insure cooperation.

INFORMATION REGARDING WORKING HOURS, SAFETY, COMPANY

POLICIES and other matters relating to your employment is posted on the bulletin board

from time to time for your guidance. Make a practice of reading the notices on the board.

A posted statement is deemed a sufficient notice of policy, rules, regulations, hours, etc.

REPORTING ABSENCES. Group Leaders must be notified in advance when an

employee expects to be away from work. When absence is unexpected, Plant

Management must be notified 1 hour prior to the start of the shift, if possible. Provisions

have been made to receive reports twenty-four (24) hours a day, seven days a week.

Nexteer employees will be provided, upon proper processing, an original and up to two

(2) replacements for lost ACCESS CARDS at no cost to the employee. Additional

badges beyond those noted above will be subject to the appropriate charge. Management

will continue its practice of replacing damaged/worn badges at no cost to the employee.

A PACKAGE PASS must be secured from the group leader to remove any personal

property except lunch boxes and clothing belonging to an employee. No company

property may be removed from the premises without permission of Management.

Authorized removal of such property also must be accompanied by a shipping ticket

authorization made out by the Shipping Department. Packages, clothing and lunch boxes

may be inspected by the Security Officer at the gate.

CHANGE OF ADDRESS, TELEPHONE NUMBER, MARITAL STATUS. It is

required that you report to your group leader immediately any changes in your address,

telephone number, marital status or number of dependents, and complete the appropriate

forms in the hourly employment office to keep the plant records up to date.

PAYCHECKS FOR ABSENT EMPLOYEES. Final paychecks cannot be issued until

company property is returned and a clearance issued. Badges, tools, goggles, etc., are

company property.

SHOP RULES

Violation of any of the following Shop Rules will be sufficient grounds for disciplinary

action ranging from reprimand to immediate discharge, depending upon the seriousness

of the offense in the judgment of Management.

1. Misuse or unauthorized removal of employee lists, blueprints, Company records,

or confidential information of any nature.

2. Theft or misappropriation of property of employees or of the Company.

3. Sabotage or deliberate destruction of any property belonging to the Company, its

employees, its suppliers or its customers.

4. Careless use, misuse or abuse of any tools, equipment, materials, products or

other property, owned by other employees or by the Company or in the

Company's custody.

5. Falsification of personnel or other records.

6. Failure to ring your own time card, ringing a card other than your own, or

permitting your card to be rung by another.

7. Improperly using another employee’s identification badge or other Company

passes, papers or properties entrusted to that employee, or permitting improper

use of your identification badge or other Company passes, papers or properties

entrusted to you.

8. Failure to show your badge upon request of Management or Security.

9. Assaulting, threatening, intimidating, coercing or interfering with supervision.

10. Assaulting, threatening, intimidating, coercing or interfering with employees.

11. Possession of weapons on Company premises at any time.

12. The making or publishing of malicious statements concerning any employee, the

Company or its products.

13. Abusive language to Supervision or other employees.

14. Fighting on the premises at any time.

15. Immoral conduct or indecency.

16. Horseplay, scuffling, running or throwing things.

17. Shoving, jostling, or breaking into any line formed at the time clock or for the

procurement of any article.

18. Distracting the attention of others, or otherwise causing confusion by unnecessary

demonstration of any kind on Company premises.

19. Gambling, lottery or any other game of chance (or the possession of gambling

paraphernalia) on Company premises at any time.

20. Possession or drinking of liquor or any alcoholic beverage on Company property

or while on job assignment. Reporting to work under the influence of alcohol, or

when suffering from alcoholic hangover or in any unsafe condition.

21. Operation of machines, tools, or equipment to which you have not been

specifically assigned by an advisor.

22. Failure or refusal to follow the instructions of supervision or to do your job

assignment. (Do your work assignment and follow instructions; any complaint

may be taken up later through your group leader.)

23. Making scrap unnecessarily; faulty or careless workmanship.

24. Restricting output.

25. Absence from work or reporting late for work without reasonable cause.

26. Absent without reporting.

27. Failure to start work on time. Stopping work or making preparations to leave

work (such as washing up or changing clothes) before lunch period or authorized

quitting time.

28. Leaving work assignment or plant during working hours without permission or

failure to return to work after lunch period without permission.

29. Wasting time or loitering in toilets or on any Company property during working

hours.

30. Smoking in unauthorized areas.

31. Unauthorized soliciting or collecting contributions for any purpose whatsoever

during working time.

32. Selling or distributing merchandise on Company time.

33. Unauthorized distribution of literature, written or printed matter of any

description in working areas on Company premises during working time.

34. Posting, mutilating, disfiguring or removal of notices, signs, or writing in any

form on bulletin boards or Company property at any time without specific

approval of Management.

35. Littering or contributing to poor housekeeping, unsanitary, or unsafe conditions,

on plant premises.

36. Disregard of safety rules or common safety practices.

37. Repeated violations of plant or safety rules.

38. Use, possession, distribution, sale or offering for sale, of narcotics or dangerous

drugs including marijuana or any hallucinogenic agents, on Company property at

any time. Reporting for work under the influence of narcotics or dangerous drugs.

SAFETY RULES

1. In the event of an emergency, or accident involving injury, notify your group

leader as soon as possible and report to the Medical Department.

2. The wearing of wristwatches, jewelry, necklaces, neckties, or long sleeves is

prohibited while working on revolving spindle operations, or on any other

operation where doing so may constitute a hazard.

3. Finger rings will not be worn at any time by employees whose normal and regular

work assignment is in the manufacturing area. Other employees will not wear

finger rings while handling material or equipment or operating machinery or

equipment.

4. Smoking is not permitted in any of the plants.

5. Safety eye protection (certified industrial lenses and frames) must be worn on all

Company property except in locker rooms, offices, and cafeterias.

6. Safety guards must be in place before operating a machine.

7. Only authorized personnel may remove guards for repair and must replace them

immediately following the repair.

8. Do not wear gloves without permission from your group leader.

9. Electrical disconnect switch must, where possible, be padlocked while repairing

equipment.

10. Electric and hydraulic must be shut off, and air pressure released, while making

changes, repairs, cleaning, oiling in or around any moving part that is hazardous.

In the event that power must be turned on to check your work, extreme care

should be exercised.

11. Machinery and equipment shut down for major repairs, tool or die changes must

be equipped with safety locks to prevent accidental operation. The decision to

lock out for tool changes or adjustments must be made based on the site lock out

procedure.

12. Only authorized electricians are permitted to make changes or repairs on electrical

equipment unless authorized by group leader.

13. All machines, except those specified by supervision, must be shut off while

unattended.

14. Machinery or equipment may be operated only after thorough instructions in its

safe operation.

15. The use of compressed air to blow off clothing or cool body is strictly prohibited.

The air hose shall be used only for the purpose for which it is intended and shall

never be directed at another employee.

16. Altering or using hand held air blow guns exceeding 30 PSI is prohibited.

17. Do not cause any unsanitary condition in drinking fountains or elsewhere in the

plant.

18. Employees must wear prescribed safety clothing and equipment.

19. Employees other than operator must not ride on electric or gasoline driven trucks,

or transporters unless a seat is authorized.

20. Attempting to un-jam equipment with the power source(s) on is prohibited.

Wherever and whenever possible body members, such as hands and fingers, shall

not be used to un-jam.

21. Always use the pedestrian doors when they are specifically provided.

22. Do not block stretchers or fire equipment.

23. Employees with long hair must wear protective hair covering when exposed to

equipment that would create a safety hazard.

24. Employees must use the hearing protection required by their job assignment in the

manufacturing and test areas.

25. All employees will be strongly encouraged to wear footwear with slip resistant

soles that fully covers their feet while in the manufacturing or test areas.

Prohibited footwear includes: open-toe (clogs, flip-flops, sandals), fabric, tennis,

canvas, or heels greater than 2 inches in height.

26. Operating any powered equipment that has had any safety plugs or limit switches

rendered ineffective is prohibited.

27. Crossing over assembly lines, transfer machines, or conveyors at other than

designated positions is prohibited.

INTRODUCTION

Nexteer Management recognizes that it cannot get along without Labor any more than

Labor can get along without the Management. Both are in the same business and the

success of that business is vital to all concerned. This requires that both Management

and the employees work together to the end that the quality and cost of the product will

prove increasingly satisfactory and attractive, so that the business will be continuously

successful.

For both Management and Labor to achieve their mutual objectives, a working

atmosphere of trust and respect must prevail throughout Nexteer Automotive. This

Local Bargaining Agreement is the product of a sincere and patient effort by both

Management and Labor working together to understand and resolve common problems.

Both parties are committed to fully implement and fulfill the settlements contained

herein. It is also the intent of both parties to encourage and improve our working

relationship, which will insure continued progress for Management and employees.

UAW Local 699 and Management both share a common vision to have Nexteer be the

World Quality leader in the design and manufacturing of steering system and drive line

components that surpass customer expectations while providing our people with a

superior work environment and job security, as well as maintaining an acceptable return

on investment.

The manufacturing system supported by this Agreement is based on the Quality Network

key principles of:

Customer Satisfaction

Our ultimate objective is customer satisfaction (quality, cost, service)

resulting in profits and job security. We place the needs of our

customers first.

People

The Quality Network Beliefs and Values form the cornerstone of our

manufacturing philosophy. Implementation of the Quality Network

Environmental Strategy focusing on the principles of mutual trust and

respect, fairness and equity, teamwork and integrity are basic to this

philosophy.

People are our most important asset. We desire to cultivate our human

resources and further develop the skills of our employees through on-

the-job training, collective education, and self-development.

Maintaining a safe, healthy and ergonomically sound environment is a

key to our success.

The team structure is the vehicle we choose to effectively and

efficiently manage our operations, product introductions, and

continuous improvement process.

Support for the worker is the focus of our manufacturing support

systems and service operations.

Synchronize the Organization

Our driving force is the focused identification and elimination of

waste.

Continuous Improvement

Continuous improvement through the rapid detection, solution and

prevention of problems.

I. COMMITMENTS AND RESPONSIBILITIES

1.1 In the administration of this Memorandum and in our day-to-day

relationship, we will exhibit mutual trust and respect, understanding and

sincerity, and, to the fullest extent possible, will avoid confrontational

tactics.

Although the Grievance Procedure is still in effect, should differences or

misunderstandings occur, we will first attempt to resolve them through full

and open communication, as well as the Quality Network problem solving

and/or change methodology processes. If we are to be successful, Labor

and Management must work together as members of the same team.

1.2 Nexteer’s primary objective is to grow and prosper as a business. Since

the catalyst for this progress is its employees, it recognizes the need for

job security and improved wages and working conditions as business

conditions and competitive position allow.

1.3 The local Union's primary objective is to improve the quality of life for its

members and their families by assuring that they are treated with dignity

and provided with economic security. In addition, the union has an

obligation to assure that workers are afforded the opportunity to master

their work environment so as to achieve not only improvement in their

economic status, but, of equal importance, to gain from their labors a

greater measure of dignity, self-fulfillment and self-worth.

The Union also recognizes the necessity for improving quality,

productivity and reducing costs as a factor in its role of contributing to the

success of Nexteer which is the source of its member’s employment and

income.

1.4 To achieve our common goal of maintaining and improving the quality of

life for our employees and their families through Nexteer’s success and

growth, Union and Management are committed to:

Maintain a competitive and profitable business operation

necessary to maintain a satisfactory standard of living and provide

job security with the opportunity for advancement.

Provide workers a voice in their own destiny in decisions that

affect their lives before such decisions are made.

Provide that our plants are operated under the Quality Network

Action Strategies which will promote to the fullest extent possible

high quality, economical operation, on time delivery to our

customers, cleanliness of our facilities, and protection of

employees' rights and well-being.

Work together as a team.

Promote full communication of established policies and

procedures using the Quality Network Communication Action

Strategy.

Cooperate with established standards of conduct and promote fair

and equitable treatment in line with the Quality Network Beliefs

and Values.

Maintain a safe and ergonomically sound work environment.

Resolve employee concerns through Quality Network procedures

such as Problem Solving or Change Methodology and/or other

non-adversarial techniques that are based on consensus.

Recognize the full worth and dignity of all employees, both

bargaining unit and non-bargaining unit, and to treat each other

with respect.

Constantly seek improvement in quality, efficiency and the work

environment through the use of Quality Network Action

Strategies and the Suggestion Program.

1.5 Nexteer and UAW Local 699 recognize and accept their responsibility to

strive to create and maintain a positive work environment. To accomplish

this now and in the future, all employees shall have the following

responsibilities:

Support the performance of the total team and actively support

other members of the team.

Meet reasonable team goals and participate in setting of team

goals.

Work within Nexteer and UAW Local 699 guidelines and

philosophy.

Respect the individual rights of others.

Support and abide by Nexteer shop rules and attendance policies.

Promote good housekeeping and maintain a safe work

environment.

Promote continuous improvement by looking for opportunities to

make Nexteer more competitive and efficient.

Achieve quality goals and improve quality standards.

Support the team concept and the implementation of the Quality

Network Manufacturing System and its action strategies.

Assist Nexteer in meeting production goals and customer

requirements.

II. SUMMARY

In summary, all parties, both Union and Management, subscribe to using,

supporting and applying the following Quality Network based Operating

Principles at Nexteer:

People are our No. 1 resource.

Environmental Issues - Safety is a top priority.

Organization-wide Customer focus.

Quality - First among equals.

Cost reduction through elimination of waste.

Just-in-time delivery.

Continuous improvement focus.

We jointly recognize that the basics of the Sites success, as well as improvement

in the quality of life for all its employees, depends on how well and how fast we

can implement these principles, as well as others contained in the Quality

Network. Unless we jointly move forward together in these areas, our personal

job security and economic well-being are in jeopardy. We must all work

together to assure that Nexteer meets or surpasses its customers expectations in

quality, cost and service, as well as generating a reasonable profit for its

shareholders if we wish to continue to enjoy increased economic benefits and job

security. Our intent is to aggressively grow the business while providing stable

and/or growing opportunities for employment.

REPRESENTATION

(1) REPRESENTATION - ZONES

In accordance with the provisions of the Representation section of the National

Agreement, Management and the Shop Committee have agreed that the Shop Committee

will consist of shop committeepersons-at-large. Each of the zones will have a shop

committeeperson-at-large, and the entire "A" shift of each plant will constitute a zone. In

their respective zones, the shop committeeperson-at-large may also investigate grievances

on the "B" and "C" shifts under Paragraph (33) and attend step and one-half meetings

[Paragraph (30)] on the "B" and "C" shifts. To facilitate this arrangement, the

committeeperson will be permitted to attend step and one-half meetings during the first

hour of their respective shifts. It is understood that the committeeperson involved in such

Paragraph (30) and Paragraph (33) activities will not be paid for hours other than the

regular hours of their jobs.

The zone of the chairperson will be identified as bargaining unit, site-wide. The

chairperson may make a further investigation of grievance(s) in the bargaining unit, site-

wide in accordance with Paragraph (33) of the National Agreement. The chairperson may

also attend a step and one-half meeting in the bargaining unit, site-wide, in accordance

with Paragraph (30) of the National Agreement, instead of the shop committeeperson-at-

large who normally attends the meeting. It is understood that the chairperson functioning

under Paragraph (30) and (33) will not be paid for hours other than the regular hours of

the chairperson’s job. The Union agrees that this arrangement will not be abused.

(2) ZONE OF SHOP COMMITTEE CHAIRPERSON INVESTIGATION

OUTSIDE OF REGULAR ZONE BY COMMITTEEPERSON-AT-LARGE

The zone of the Chairperson of the Shop Committee under Paragraph (13) of the National

Agreement will be bargaining-unit-wide. The Chairperson of the Shop Committee may

designate one of the members of the Shop Committee (Committeeperson-at-Large) to

make a further investigation of a grievance in any plant of the bargaining unit as provided

by Paragraph (33) of the National Agreement and sub-Paragraph (1) of Paragraph (16c)

of the National Agreement.

(3) STATEMENT OF MANAGEMENT

Paragraph (13)

"Management advised the Union that in administering that portion of Paragraph (13) of

the National Agreement which reads, ...'In the event the zone committeeperson is also

absent from the plant, the shop Committeeperson-at-large of that zone shall be called by

telephone without regard to the shift involved. When unable to reach the shop

committeeperson of the zone, the chairperson will be called by telephone without regard

to the shift or plant involved."

(4) STATEMENT OF MANAGEMENT

Paragraph (27)

"In the event that a committeeperson in any of the plants requests assistance in

accordance with Paragraph (27) of the National Agreement at a time when the shop

committeeperson of that zone is not present in the plant, the shop committeeperson will

be called by telephone to assist in adjusting the grievance with the group leader. In the

event the shop committeeperson in any of the plants requests assistance in accordance

with Paragraph (27) of the National Agreement, the chairperson will be called by

telephone to assist in adjusting the grievance with the group leader."

(5) METHOD OF FUNCTIONING FOR REPRESENTATION

District Committeeperson - Committeeperson -At-Large, Alternate

Committeeperson

District Committeeperson:

When a District Committeeperson desires (or is called) to function under the

Representation Section of the National Agreement, the committeeperson will…

1. Report and specify to the committeeperson’s group leader the purpose of the

committeeperson’s activity.

2. Upon entering a department, notify the group leader of the committeeperson’s presence and purpose or give the group leader a copy of the written complaint if

the group leader has not already received one.

3. Upon leaving this department, notify the group leader.

4. Upon entering the committeeperson’s own department, notify the

committeeperson’s group leader.

Committeeperson-at-Large:

When a Committeeperson-at-Large desires to function under the Representation Section

of the National Agreement within the committeeperson’s zone, the committeeperson

will…

1. Upon entering a department, notify the group leader of the committeeperson’s presence and purpose or give the group leader a copy of the written complaint

if the group leader has not already received one.

2. When a Committeeperson-at-Large desires to travel between plants to attend

the Work Center or otherwise function on authorized activity.

Alternate Committeeperson:

During the 1999 local negotiations discussion, the Union requested that Management

clarify their policy as to when Alternate Committeepersons would be allowed to function

in accordance with the provisions of the National Agreement.

Management’s current policy is that Alternate Committeepersons will function as a

Committeeperson under Paragraph (10) and Document 24 of the National Agreement in

the following instances:

When the regular District Committeeperson advises Management that they will be

absent from the plant (i.e. vacations, sickness, jury duty, bereavement, F.M.L.A.

absence, short term military leave, and Paragraph (109) of the National Agreement

union business absence).

With approval from the Plant Manager and Plant Shop Committeeperson, the

Alternate Committeeperson may be released to cover for representation while the

District Committeeperson is functioning in these areas:

- People Movement Activities

- Quality Council Meetings

- Safety Walks

- Assigned Quality Council and Sub-Council Activities (Sanctioned by the

Plant Quality Council, including line balance change process and board

walks.)

(6) RELIEVING EMPLOYEE FOR COMMITTEEPERSON DISCUSSION

Document No. 5 of the Delphi-UAW National Agreement regarding "Relieving

Employee for Committeeperson Discussion" is hereby reaffirmed. As a general rule,

employees on assembly lines and tag relief jobs will be relieved; the decision on other

jobs as to whether an employee should be relieved for a discussion with the

committeeperson will depend upon a realistic and common-sense evaluation of the

factors on the job. Management stated that discussion between the committeeperson and

the employee relieved from the employee’s job for such purpose should take place in the

general area of the job with due consideration being given to the environmental factors

which exist. Here, again, a rule of good judgment and common sense must prevail.

(7) GROUP LEADER ABSENT FROM DEPARTMENT

Under such circumstances, a committeeperson entering a department, as provided by

Paragraphs (16) and (20) of the National Agreement, will notify the nearest group leader

of the committeeperson’s presence and purpose.

(8) COMMITTEEPERSON-AT-LARGE - DISTRICT COMMITTEEPERSON

DISCUSSION DURING GRIEVANCE INVESTIGATION UNDER

PARAGRAPH 33

It is the policy of Management to allow the committeeperson-at-large to discuss

grievances which are being investigated under the provisions of Paragraph (33) of the

National Agreement with the appropriate district committeeperson. When the two

committeepersons are together under these circumstances, they will not discuss the

grievances with employees or supervision. The committeepersons will devote this time to

the exchange of grievance information and will be checked out on grievance time during

such discussion. It is understood that should the district committeeperson be the grievant,

discussion may take place between him/her, the committeeperson-at-large, and

supervision in the normal manner.

(9) DISTRIBUTION OF UNION LITERATURE

In the interest of traffic safety and relieving congestion at the parking lot gates,

Management will permit the distribution of union literature in the parking lots

immediately outside the access turnstiles. This permission is granted with the

understanding that the union will be responsible for avoiding littering of company

property and, further, that distribution of any literature which is libelous, scurrilous, or

detrimental to the Labor-Management relationship will result in withdrawal of this

privilege.

(Contact the plant Labor Relations Representative on any question of distribution of

union literature.)

"Union representatives will be permitted to pass out bona fide union literature (not

political election literature) inside the plant entrances."

This permission is granted with the understanding that the Union will be responsible for

avoiding littering of company property.

(10) PARAGRAPHS (64)(c) and (d) & (111)(b) LETTERS

Management will include the telephone number of the employee on Paragraph (64)(c)

letters, Management's notification of loss of seniority under Paragraph (64)(d), and

Management's notification required under Paragraph (111)(b). It is understood that this is

an informal part of the letter involved and in no way will its inaccuracy be considered a

procedural error.

(11) ROOM FOR COMMITTEEPERSON - D.L.O. INTERVIEW

Management is committed to provide a suitable area or office for a committeeperson

interview. The Labor Relations Representative and Shop Committeeperson in each plant

will jointly agree to a suitable office.

(12) ALPHABETICAL LISTING

Each Shop Committeeperson will be furnished alphabetical listings of employees upon

request.

(13) INFORMATION REQUESTED IN

MANAGEMENT - UNION RELATIONSHIP

Management has stated when the Union has requested copies of notes, letters, documents,

etc., used by both committeepersons and Management in Union-Management

relationships; such copies have been made available. It is Management's intent to

continue this practice. Management will make every effort to provide appropriate

documents to the Union, provided they are readily available, within five (5) business days

after receiving said request.

Management agrees to provide the Shop Committeepersons-At-Large copies of those

postings that contain information essential to the completion of the Shop

Committeepersons' job.

(14) PROMPT SCHEDULING OF STEP AND ONE-HALF MEETINGS

It is the policy of Management to make arrangements for step and one-half meetings with

higher supervision promptly and without undue delay.

(15) PARAGRAPH (76) - STATEMENT OF POLICY

In order to satisfy Management's obligation with respect to this section Paragraph

(76), Supervision has been instructed as follows:

1. Merely citing a shop rule will not be sufficient.

2. The reason will be stated in sufficient detail to leave no doubt as to the

nature of the offense.

(16) MEMORANDUM OF UNDERSTANDING RE: EMPLOYEES BEING

SENT HOME

Management will allow an employee disciplined with a layoff during the shift that is

dependent on another employee for transportation to stay in the cafeteria or locker room

until quitting time, providing the nature of the infraction of the rules is not one of violent

nature and the employee requests such treatment.

(17) PEOPLE MOVEMENT - UNION INVOLVEMENT

The responsibility of people moves will fall upon the site people mover, which will

coordinate with their UAW counterpart(s) and the in-plant designated salaried contact

person. It is appropriate for Management to review moves with the assigned bargaining

unit representative prior to the distribution of the move sheet.

TEAM PLANS AND PROVISIONS TRAINING

1. Commitment

GROUP LEADER AND ENGINEER TRAINING

It is understood by the local Union and Management that the training process

must also be instituted to advance the necessary skills in the Group leaders and

Engineers that are assigned to and involved with the Quality Network

Manufacturing System Teams. Group leaders should also be required to attend

the appropriate training that is provided to the employees as described in

Paragraph 2. This would also include on-the-job training to enhance the Group

leader’s and Engineer’s understanding of the physical and mental requirements

that are experienced by the work team employees in the performance of their job

duties. When it becomes necessary to assign a Group leader or Engineer to work

with a team member in order to provide on-the-job training for this purpose,

Management will adhere to the following provisions:

(1) Advance notice will be given to the team so that they are aware of the

temporary training assignment and are involved in the selection of jobs

that will be assigned.

(2) The District and Shop Committeepersons will be notified in advance,

in writing, of the intended assignment.

(3) The Group leader or Engineer being trained will work with an operator

at all times and will not be used to displace a bargaining unit

employee.

(4) The training assignment of the Group leader or Engineer will in no

way be in relation to Paragraph (78) or (79) of the National

Agreement.

2. Training Requirement

This training section represents a major commitment and will serve as a means for

sharing information and for meaningful two-way communication. The training

process will provide a vehicle for ongoing personal development. Therefore,

attendance at these sessions is a requirement of the job.

3. Continuous Improvement:

The Top 10 Issues Board is an important tool in supporting the operators to do

their jobs and achieve Customer Enthusiasm. If a team needs assistance on an

issue, the team will fill out a written request form that will be sent to the Sub

Council. The leadership in the Sub Councils in the plants will also visit the Top

10 Issues Boards at least every other week. The No. 1 issue from each board will

be part of the Sub Council Agenda. The Sub Councils will establish a time limit

for completion on the No. 1 issue as it appears on the Sub Council Agenda. If the

Sub Council cannot find a resolution, the issue, along with documentation, may

be sent to the Plant Quality Council. If no resolve, the issue will be forwarded

first to the PJAC, LJAC and then the Key Four and ultimately the Divisional

Quality Council for final resolution. Once a completion date has been agreed

upon, the team will decide on the next No. 1 issue.

ROTATION

A. Movement of Work Team Members

Each work team is required to establish a rotation procedure which will provide

team members the opportunity to learn all jobs within their classification and

team. Ongoing rotation will be determined by the work team. Some

considerations for determining the type of rotation are as follows:

Ergonomic Considerations

Maintenance of Skill Level

Vacation and Absence Coverage

Bottleneck Operations

Overtime Equalization

Employees with Limitations (Medical Department Confirmation)

Employees with Disabilities

1. During overtime situations, an employee with restrictions from disabilities

will be offered overtime only on the job the employee is performing, and only

if that job is scheduled to run and the employee is in line to be offered

overtime.

2. To assist the work team in monitoring the skill level attainment of its

members, each team will maintain a cross-training chart. This chart will

identify each job in the work team and what skills are required to effectively

perform the work.

TEAM LEADERS

A. Selection Process

As work teams are established within the Quality Network Manufacturing

System, each team will jointly determine the need for a Team Leader position.

There may be work teams which require more than one team leader based on the

size and/or the complexity of the process. Once the need for a team leader is

established, a job opening posting will be developed and posted in a location

where it is accessible to all department employees. Interested employees may file

an application for the position under Paragraph (63) (a) (1) of the Delphi-UAW

National Agreement. The posting and application process will be open for five

(5) regular working days. The posting will describe the job duties which are

specific to the work team, as well as the responsibilities which are uniform across

the site. (Unit coordinator responsibilities are listed in Section C. below.)

The selection process in each plant is to be administered by a joint committee

with the sole objective of promoting the most capable department team member

through the utilization of a fair and objective selection process. A specific scoring

procedure has been jointly established to facilitate the selection process.

B. Selection Criteria

All evaluations of employee records and related selection criteria are made with

information from the twelve (12) month period prior to the position posting date.

The following categorization details the scoring system and identifies the

associated point maximums for each category of criteria. A maximum total of

one hundred (100) points can be attained.

Selection Process points:

Attendance Total Attendance Points 0-3 20 points

4-6 15 points

7-9 10 points

10-12 5 points

12+ 0 points

Maximum points = 20

Infractions Written Infraction Notices 0 20 points

1 10 points

2 5 points

3+ 0 points

Maximum points = 20

Seniority Years of Service 0-2 15 points

6-10 20 Points

11-15 25 points

16-20 27 points

20+ 30 points

Maximum points = 30

Interview 8 Total Questions 1-3 points - each question

6 points – overall impression

Maximum points = 30

Process:

A Joint team of Union and Management representatives will develop the eight (8)

questions and the criteria for the overall impression. Two current Team Leaders

and two Group leaders will be assigned to this team. They will submit for

approval the questions at the Second Step Meeting.

A Union Representative should be present, as an observer, in the room during the

interview to insure the fairness of the process.

The overall goal will be to select the most qualified in terms of experience,

interpersonal skills, organizational skills and leadership potential. Applicants

selected will be given a 90-day trial period. If, prior to 90 days, the applicant

wishes to return to their respective job they will return to their original plant and

shift.

The candidate selected will be the applicant with the highest cumulative score. In

the case of a tie, seniority will determine the selection.

C. Team Leader Review Process

A Joint (Union/Management) review of a Team Leader’s performance will be initiated by

the Plant PJAC. A request for a performance review may come from either Union or

Management.

The review will be conducted by a combination of questionnaire and interviews with the

Group leader, the Departmental Team Members and the Team Leader being reviewed.

Evaluation will be based on the performance of the Team Leader responsibilities as

outlined in the 2010 Local Agreement, Team Leader section, item “E. Scope of

Responsibility”. Specific areas of focus will include:

Quality

Communications, internal & external, daily huddles

Schedule attainment

Record keeping, team boards

Interaction, internal & external

Training Records – Team Leader

The review will be conducted by two representatives from the Union and two

representatives from Management. These people should not be parties of interest.

Assigned Union and Management Quality Network Representatives are an example of

possible reviewers.

The confidential results of the review are to be reported out to the PJAC and should

include a recommendation for improvement, additional training or removal.

It is understood that the 2008 Local Agreement states; “Management reserves the right to

remove coordinators from positions in which they are not performing their duties as

described in the agreement.”

D. It is management's intent to provide all team leaders and team members with the

training necessary to complete their jobs. This includes any applicable Quality

Network training.

E. Scope of Responsibility The team leader will assist the team/team group leader in

the following areas:

o Achievement of Cost, Quality, and Delivery Goals

o Schedule Material Flow

o Schedule Overtime

o Maintain and Update Records

Overtime

Vacations

Planned Maintenance Scrap

o Update Cell Boards

o Implement Quality Network Action Strategies

o Relay Instructions as Originated by Group leader

o Institutionalize 5(S) Process (Sort, Straighten, Sanitize, Sweep, Sustain)

o Absenteeism and Relief Coverage as Necessary

o Schedule Vacations

o Maintain Tool, Gage and Operating Supplies

o Facilitate Team Meetings

o Work on Reduction of Scrap

o Organize Annual Inventory

o Interact with Other Work Units

o Continuous Improvement of Team Skills

o Maintain and Improve Quality Control systems

o Analyze Reports

o Attend Daily Operations Meetings and value stream meetings

o Lead and facilitate daily huddle meetings

o Organize Daily Inventories

o Establish Float Limits

o Implement People Focused Practices, Standardized Work

o Coordinate

Manpower

Engineering

Production Control

Maintenance

(The listed responsibilities are not intended to be all-inclusive.)

F. Team Leader Openings

A. For team leader openings, (63) (a) (1) applicants will be given priority in the

team leader selection process.

B. If no (63) (a) (1) applications are on file, (63) (a) (2) applicants from outside

the department will be considered in the team leader selection process, 63 (b)

applications will be considered next. Plant transfers will not be considered

unless the site is hiring new Social Security Numbers.

C. Team leaders may apply for an opening within their department through a (63)

(b) application to non- leader positions.

DEPARTMENT/TEAM RESPONSIBILITIES AND ACCOUNTABILITY A. The Quality Network Manufacturing System department/team will focus on

attaining the goals required to surpass customer expectations, provide a

superior work environment, while meeting the needs of our shareholders and

enhancing job security. Activities required to accomplish the above include

but are not limited to:

People:

Training Plan

Health and Safety/Ergonomics Plan

Communication Plan

Team Meeting Schedule

Develop and Maintain Department/ Team Information

Centers in accordance with site template that includes but is

not limited to the following data:

Quality

Overtime

Health and Safety/Ergonomics

Attendance (Department Graph)

Vacations

Cross Training Matrix

Schedules

Budgets

Cost Per Unit

Ensure teams have a rotation plan as needed.

Cross-shift consistency.

Customer Satisfaction:

Quality Plan

Delivery Plan

Budget Attainment

Synchronize the Organization

Continuous Improvement

EMPLOYEE RESPONSIBILITY AND ACCOUNTABILITY

A. Quality Network Manufacturing System employees will perform elements of their job

duties for the entire shift, less negotiated relief. These elements include, but are not

limited to:

1. Support the Quality Network Beliefs and Values.

2. Quality: Perform necessary actions to achieve customer satisfaction. This

includes:

SPC Charting

Part Gauging/Testing

Part Repair/Scrapping

Inspection

Utilization of Visual Controls

Customer Feedback Surveys for Cleanliness and Service

Daily/Shift Checklists

Participation in Quality Improvement Activities

Verify In/Out Container Quantities

On Time Delivery to Customers

Identify/Report Damaged Containers

3. Operate equipment with a goal of attaining optimum capacity in line with

customer demand

4. Maintain the work environment.

Follow required Health and Safety Policy and Procedures

Follow the Five S's (Sort, Straighten, Sanitize, Sweep, Sustain)

Visual Control, Striping and Labeling

5. Other activities to be performed when customer(s) demand has been satisfied,

or when equipment is idle.

Assist and Train Members

Attend Meetings

Housekeeping

Suggestions

Work on Continuous Improvement Projects that Deal with

Cost, Quality and Delivery Improvements (Use Quality

Network Change Methodology and Problem Solving

techniques.)

Touch-up Painting

6. Participation.

Attend daily huddle meetings

Attend Team Meetings

Support the Quality Network Suggestion Program

Support Quality Network Continuous Improvement Activities

Train Members

Attend Training Classes as Prescribed by the Department/Team

7. Help establish and follow standardized work.

8. Support rotation in line with team direction and decisions.

9. Uptime focus.

Tool Change/Adjustments

Operator Preventive Maintenance

Quick Change/Set-Up

Machine Cleanliness

Daily Data Collection

Regular lubrication and maintenance of equipment (PMP)

On Time Delivery

Battery Change on Scheduled Frequency

Have Replacement Batteries in Service

Driver/Operator Safety Checks

Gage Maintenance and Cleanliness

Gage Reproducibility and Repeatability (R and R)

Follow Standardized Work Practices & Production

Maintenance Partnership Practices

10. Perform necessary stock handling and parts washing/cleaning in support of the

task.

11. Support the Quality Network Action Strategies.

Support the Team Concept

Actively Support Other Members

Follow Rules of Attendance

STATEMENT OF MANAGEMENT RE: TEAM MEETINGS Team meetings are a means of sharing information on cost, quality, delivery,

equipment, status, tooling, gages, safety, etc., with plant employees.

Communication is an essential element in all business practices and, therefore,

attendance at team meetings is a requirement of the job.

ALTERNATIVE WORK SCHEDULES

In accordance with the 1999 Delphi-UAW Contract Settlement Agreement, Item 11,

“National Agreement Changes and / or Waivers”, the parties commit to pursue voluntary

Alternative Work Schedules (AWS) that are supported by a positive business case, for all

new and existing production departments at Nexteer where employees elect to participate.

Proposals for alternative work schedules will be brought forth to the Site IR Manager and

Shop Committee for review.

SENIORITY AGREEMENT SENIORITY AGREEMENT This Agreement entered into this 29th day of June 2010,

between Nexteer, hereinafter referred to as MANAGEMENT, and Local 699, UAW

hereinafter referred to as the UNION, as representing the productive and maintenance

employees of Buena Vista Township, Michigan. WITNESSETH: That MANAGEMENT

and the UNION pursuant to the provisions of the Agreement between the Corporation

and the International Union, United Automobile, Aerospace and Agricultural Implement

Workers of America, dated September 18, 2003, hereinafter referred to as the

NATIONAL AGREEMENT, hereby accept the following Agreement as their Local

Seniority Agreement.

1. ACQUIRING SENIORITY A. All employees in a department, unless otherwise specifically provided herein,

shall constitute a non-interchangeable seniority group as shown by the

attached chart.

B. In placing employees' names on the seniority list, where two (2) or more

employees have the same seniority date, their seniority status shall be

determined by their last names in reverse alphabetical order so that "Z" will

have more seniority than "A". Seniority dates of skilled trades employees are

further provided for in Paragraphs (4) (B) and (D) of this Agreement.

1. Employees in the same seniority group with a January 7, 1985, plant

seniority date (Appendix A. VIII) will have their seniority status

determined by their Nexteer Seniority date. In the event two (2) or

more employees have the same Nexteer Seniority date, their seniority

status will be determined by their last names in reverse alphabetical

order so that "Z" will have more seniority than "A".

2. TEMPORARY LAYOFFS

A. Scheduled layoffs will be handled as follows for a period not to exceed ninety (90)

days unless extended by mutual agreement.

Production Employees:

1. When less than a full complement of employees in a seniority group is

required during such period, employees who have not acquired plant seniority

will be the first to be laid off. They will be laid off in seniority order by

classification and department.

2. In the event it becomes necessary to reduce the department further, the highest

seniority employee within the department who has not applied to work in

accordance with C below will be laid off.

3. In the event fewer employees apply than are needed, those employees who

apply will be retained at work and in addition as may be necessary,

employees, with more than one (1) year seniority will then be retained within

each department by classification in inverse seniority order.

4. In the event an unanticipated production requirement arises during the layoff

period, employees working in the plant may perform such work. However, in

the event laid-off employees are needed back at work before the scheduled

end of the layoff period, employees will be recalled from among the

applicants on layoff from the department in seniority order by classification,

or if there are none, from among the employees laid-off in inverse seniority

order from the department within the affected seniority group.

5. Notwithstanding the foregoing, employees needed to work on inventory

because of their particular abilities and knowledge will be notified before the

start of the layoff period and retained to work inventory.

6. Employees needed for other available work during inventory, model change,

and plant rearrangement will be selected in accordance with the provisions of

Paragraphs A.2 and A.3 above.

B. Layoffs for breakdown of equipment or machinery, or shortages of material, or

for any other reason known to be temporary (including non- Nexteer - UAW

strike related activities) at the time of layoff, but not layoffs covered by Section

2(A) above.

1. Employees will be laid-off as their jobs go down and recalled as their jobs

start up. For a temporary layoff which begins after the start of a pay period

and extends, or is anticipated to extend, into the following pay periods, the

procedure in Section 2(A) may be effectuated at any time but in any event no

later than the beginning of the second pay period following the date of the

layoff.

2. When production resumes after the layoff period included in 2(B), employees

will be recalled as they are needed on their jobs.

C. The applications indicating a desire to work, as used in this temporary layoff

section, will be accepted by the hourly employment office and will be valid until

the employee cancels their application. An employee's application must be to

work in the employee’s department. An employee becomes eligible to make

application upon attaining one (1) year seniority. Eligible employees may make

application or may cancel, in writing, an existing application at any time

subsequent to the application period, with the understanding that such

cancellations or applications will not become valid until one (1) week after they

are submitted. During temporary layoffs covered under Paragraph 2(A),

applications will be considered within the seniority group by department across

shift lines.

1. If an employee desires to return to work while on an inverse layoff, that

employee must file an application to work, under 2(C) above, and the

employee will be returned to the appropriate seniority group, by department,

in accordance with 2(A) (1), (2), (3) when an opening occurs.

D. The provisions of this temporary layoff section will not be cited nor will they

form the basis for a claim for any liability on the part of Management.

E. All employees retained or recalled under this temporary layoff section must be

capable of doing the anticipated work.

F. In the event employees are laid off under Paragraph 2(B) (1), the following will

apply during this period and prior to the time the provisions of Section 2(A) are

effectuated. In circumstances where parts of two (2) or more jobs are required to

work and the duties of such jobs are combined into a temporary job assignment,

"their jobs" is interpreted as follows: If a clear-cut determination can reasonably

be made that the greater percentage of time required on the temporary job

assignment is required by the duties of one of the jobs, the employee normally

and regularly assigned to such job will work. If a clear-cut determination cannot

reasonably be made, as provided by the above paragraphs, the employee with the

least seniority of those affected will work.

3. PERMANENT LAYOFF, REDUCTION IN FORCE, AND REHIRE

PROCEDURE When it becomes necessary to reduce the working force, the following procedure will

apply:

A. Layoff Procedure

1. When it becomes necessary to reduce the working force, employees will be

moved out of their departments and then non-interchangeable seniority groups

in line with their seniority provided the remaining employees are capable of

doing the work.

2. Employees laid-off from their departments and non-interchangeable seniority

group will then have their seniority status checked on a plant-wide basis

within their respective plant. If seniority employees laid-off from one

seniority group have more seniority than employees in another seniority

group, the older seniority employees laid-off will replace the youngest

seniority employees working, provided they are capable of doing the work.

Such placement will be made within a period of five (5) working days.

3. Employees laid-off from their plant will then have their seniority status

checked on a site-wide basis. If seniority employees laid-off from one plant

have more seniority than employees in another plant, the older seniority

employees laid-off will replace the youngest seniority employees working,

provided they are capable of doing the work. Such placement will be made

within ten (10) working days from the date of the employee's layoff.

4. Employees classified Major Machining in each plant shall constitute a

separate non-interchangeable seniority group. Employees so classified will be

laid-off in line with their date of entry or plant seniority (as detailed in the

following paragraph) within their group provided that the employees who

remain are capable of doing the work. No employee so classified will be laid-

off so long as there are any employees classified Major Machining Operator-

Probationary working in the plant, Major Machining Operators who are laid-

off will have their seniority checked on a site-wide basis among the other

Major Machining Operators working in other plants and will displace the

youngest employees working within five (5) working days from the

employee's layoff provided they are capable of doing the work. Employees so

displaced will be subject to Paragraphs A (1), (2), (3) and (4).

Employees newly hired as qualified Major Machining Operators or employees

transferred into the Major Machining classification, after the effective date of

this Agreement, shall have as a seniority date the date of their entry into the

Major Machining Operator classification for a period of one (1) year. After

one (1) year, they shall have as a seniority date the date of their plant

seniority.

B. Recall from Layoff

Employees who have been laid-off under Section 3 of this Agreement will be

rehired in line with their site-wide seniority to fill job openings created by the

need for more employees at the site provided they are capable of doing the work

except that employees classified as Major Machining, Press Operator Major, Test

Operator, Extrusion Operator and Dock Major will be recalled to openings in the

classification from which they were reduced.

1. Employees reduced or laid-off from these classifications, who do not wish to

be recalled to openings, will complete an A.V.O. stating their desire to waive

their right to recall. Such A.V.O. will be signed by the employee and the

group leader at least one (1) full week prior to such recall.

C. In applying the Permanent Layoff, Reduction in Force, and Rehire Procedure of

this Agreement, it is understood that Management does not waive the right to

transfer employees should their services be required on other jobs.

D. Return to Former Department

1. An employee who has been transferred to another department, within the same

plant as a result of the application of this section of this Agreement may make

application at the plant within thirty (30) days from the date of such transfer to

return to an opening in their former department and former pay classification.

A copy of this application or a receipt will be given to the employee. Such an

employee will be transferred to an opening in their former department in line

with their seniority provided such opening occurs within twelve (12) months

of application. Further, employees transferred under this section will have

preference over Paragraph (63) (a) and (63) (b), plant transfer applications,

new hires, rehires, Appendix A hires and Extended Area hires. Such

placement will be made as soon as possible, but in any event within five (5)

working days after the opening occurs.

2. An employee, who has been transferred to another department on the site or

has been laid-off as a result of the application of this section of the

Agreement, may make application at the plant to Return to Former

Department, and pay classification within thirty (30) days of the date of such

transfer or layoff. Such an employee will be transferred to an opening in their

former department, and pay classification, in line with their seniority in

preference to employees recalled from layoff or new hires, and provided such

opening occurs within twelve (12) months of application. Such placement

will be made as soon as possible, but in any event within five (5) working

days after the opening occurs.

3. It is understood that the term "opening" as used in these paragraphs means a

permanent or continuing job opening and not a temporary job vacancy created

by such factors as absenteeism, vacations, leaves of absence, etc.

4. SKILLED TRADES SECTION:

A. All employees in each skilled classification in each department in each plant shall

constitute a non-interchangeable occupational seniority group.

B.

1. When an employee is transferred from a production classification to a skilled

classification in which the employee is a fully-qualified journeyman/woman,

in accordance with the National Agreement, the employee will have a skilled

trade’s seniority date in each classification as of the date of first assignment to

such skilled classification.

2. For the purpose of layoff and rehire in the skilled trades Leader

classifications, employees shall establish a date of entry in the Tool & Die

Maker Team Leader or Maintenance Team Leader - classification as of the

date the employee is transferred. Layoff from and recall to these

classifications will be in line with their skilled trades seniority date or date of

entry set forth in Paragraph F.1.b.

C. Throughout the following provisions of this Skilled Trades Section whenever

"Journeyman/woman" is referred to, it shall include "Employee-In-Training-

Seniority" and such status has greater seniority than Employee-In-Training.

D. In the event two (2) or more employees in the same seniority group have the same

skilled classification seniority date, plant-wide seniority will prevail.

E. Temporary Layoffs

1. Scheduled layoffs will be handled as follows for a period not to exceed ninety

(90) days unless extended by mutual agreement:

a. When less than a full complement of employees will be required within a

Plant, employees who have not acquired plant seniority will be the first to

be laid off.

b. In the event additional layoffs are necessary, employees with less than one

(1) year seniority will be laid off in seniority order by classification, by

Plant.

c. In the event more reductions are necessary, those employees without an

application to work will be reduced in seniority order, high seniority first

by classification by Plant.

d. In the event fewer employees in a classification in the Plant apply to work

than are needed, those employees who apply will be retained at work in

addition as may be necessary; employees with more than one (1) year

seniority will then be retained in inverse seniority order by classification.

2. Layoffs for breakdown of equipment or machinery, or shortages of material,

or for any other reason known to be temporary (including non- Nexteer /UAW

strike related activities) at the time of layoff, but not layoffs covered by

Section 4. E.1. above.

a. Within each plant, employees will be laid-off in seniority order, by

classification, by shift.

b. For a temporary layoff which begins after the start of a pay period and

extends, or is anticipated to extend, into the following pay periods, the

procedure outlined in Section 4. E.1. may be effectuated at any time, but

in any event no later than the beginning of the second pay period

following the date of the layoff.

3. The applications indicating a desire to work, as used in this temporary layoff

section, will be accepted by the hourly employment office and will be valid

until the employee cancels their application. An employee's application must

be to work in the employee’s Plant in the employee’s classification. An

employee becomes eligible to make application upon attaining one (1) year's

seniority. Eligible employees may make application or may cancel, in writing,

an existing application at any time subsequent to the application period, with

the understanding that such cancellations or applications will not become

valid until one (1) week after they are submitted. During temporary layoffs

covered under Paragraph 4.E.1., applications will be considered within the

seniority group across shift lines. During temporary layoffs covered under

Paragraph 4.E.2., applications will be considered within the seniority group by

shift.

a. If an employee desires to return to work while on an inverse layoff, that

employee must file an application to work, under 4.E.3. above, and the

employee will be returned to the appropriate seniority group, by plant, by

classification, in accordance with 4.E.1. when additional employees are

needed by seniority.

4. When work resumes after the layoff period, employees will be recalled to

their plant, by classification, in seniority order.

5. The above provisions will not be cited nor will they form the basis for a

claim for any liability on the part of Management.

6. All employees retained or recalled under this temporary layoff section

must be capable of doing the anticipated work.

F. Permanent Layoff, Reduction in Force, and Rehire Procedure

When it becomes necessary to reduce the working force, the following procedure

will apply:

1. Layoff Procedure

a. Journeymen/women in each skilled trade’s classification in each plant

shall constitute a separate non-interchangeable seniority group. Such

employees who are laid-off from their classification (except Leaders

whose layoff is detailed in b.) in accordance with their seniority within the

group will have their seniority status checked on a site-wide basis and will

displace employees with less seniority working in the same classification

within five (5) working days from the date of the employee's layoff.

Journeymen/women employees laid-off from their skilled trades

classification will be placed on non-skilled trades classifications in

accordance with Paragraphs 1, 2, 3 and 4 of Section 3, or will be given the

option to waive their rights to such job assignment.

Such option must be in writing on forms available at the plant. It is

understood that any journeyman/woman who elects to waive their right to

an unskilled job in line with their seniority will not be re-employed until

work is available in the skilled trades classification in which the employee

was employed at the time the employee exercised the option. At such time

as work is available in that classification, the employee will be recalled in

line with the employee’s seniority. However, after six (6) months the

employee may revoke the employee’s waiver and will be rehired in line

with the employee’s site-wide seniority to fill a job opening created by the

need for more employees at the site, provided the employee is capable of

doing the work.

b. Employees classified Tool & Die Maker Team Leader and Maintenance

Team Leader as of the effective date of this Agreement shall have as a

seniority date in the classification the date of their skilled trades seniority.

Employees transferred to these classifications after the effective date of

this Agreement shall have as a seniority date in the classification the date

of their entry into the Team Leader classification for a period of six (6)

months. After six (6) months, they shall have as a seniority date the date

of their skilled trades seniority.

Employees in each Team Leader classification in each plant shall

constitute a separate non-interchangeable occupational seniority group.

Employees will be laid-off from their classification in line with their date

of entry or seniority within their core trade classification on a site-wide

basis. Leaders who are laid-off from their seniority group will have their

seniority checked on a division-wide basis among other Leaders of the

same classification and will displace the youngest employees working as

soon as possible and in any event within five (5) working days from the

employee’s layoff. Employees so displaced from the Leader

classifications will be returned to their skilled trades classification in

accordance with their seniority status as established by the National

Agreement. Their status for layoff will then be under the provisions of

Paragraph F.1.a. above.

c. Employees-In-Training in skilled trades classifications will be listed by

classification in each separate plant; however, in the event of a layoff, they

will be placed on a site-wide basis among employees in the same status in

the same classification in line with their date of entry. Such placement

will be made within five (5) working days of the date of the employee's

layoff.

G. Recall from Layoff

Journeymen/women and Employees-In-Training who have been laid-off under

Section 3 of this Agreement will be rehired in line with their skilled trades

seniority applied on a site-wide basis to fill job openings created by the need for

more employees in such skilled classifications at the site or recalled to a non-

skilled opening in accordance with Paragraph 3.B.1. of this Agreement, provided,

however, that journeymen/women on waiver will be recalled only as provided by

the waiver.

H. In applying the Permanent Layoff, Reduction in Force, and Rehire procedure of

the Skilled Trades Section, it is understood that Management does not waive the

right to transfer employees should their services be required on other jobs.

5. LOCAL AGREEMENT RE: PARAGRAPH 59 OF THE NATIONAL

AGREEMENT

Management agrees that Paragraph (59) of the National Agreement applies on a site-

wide basis. In the application of the second paragraph of Paragraph (59) of the

National Agreement, employees in the affected classification in the affected seniority

group will be transferred in line with their seniority.

An employee subject to being transferred under the provisions of Paragraph (59) of

the National Agreement must indicate the employee’s desire, on the appropriate form,

to be placed under the Local Agreement regarding Paragraph (59) or waive the local

provisions.

The employee who has waived being placed under the local provisions of Paragraph

(59) will displace the youngest seniority employee within the employee’s NIS group.

The employee so displaced from the affected NIS group will displace the lowest

seniority employee within the plant. That lowest seniority employee within the plant

will be placed on an available job within the site.

When it has been determined that Paragraph (59) of the National Agreement applies,

employees who are transferred shall immediately carry site-wide seniority into the

seniority group to which they are transferred. When the employees to be transferred

have been determined and notified in accordance with these local agreements, the

seniority of the employees to be transferred becomes site-wide unless employees elect

to stay in-plant. They are to be transferred out of their seniority group giving first

consideration to the same classification. If the same classification is not available,

then they are to be transferred to work that they are capable of doing as comparable to

the work they had been doing. This comparability applies both to job duties and rate

as defined by the National Agreement. Once the jobs have been determined and the

employees have been transferred, any adjustments to the seniority group to which

they have been transferred will be made in accordance with the Transfer of

Employees Agreement.

6. RE: PARAGRAPH (62) OF THE NATIONAL AGREEMENT: The provisions

of Paragraph (62) of the National Agreement will apply to employees filling

temporary openings. In the event an employee is transferred to another department,

except through Paragraph (59) or permanent layoff provisions of the Local

Agreement, the employee will maintain seniority in their original department until

they gain seniority in another department in accordance with Paragraph (62) of the

National Agreement.

7. PROFICIENCY PROTECTION

Employees may be removed from the A and D buckets, Major Machining, Transfer

machining, and Cold Header departments if employees are unable to attain

proficiency within 90 days from entry into the department. Employees removed

within 90 days from entry will be returned to the plant, department and classification

in which the employee was working in immediately before entering a Major

Machining, Transfer Machining, or Cold Header department.

All records will be maintained and Management will evaluate each probationary

employee at least once every thirty (30) days. This will be done for either satisfactory

or unsatisfactory progress discussions. When Management contemplates the need to

remove an employee from the above classifications, wherever possible, they will

notify the Shop Committeeperson thirty (30) days prior, but in any event far enough

in advance to discuss the evaluation of said employee before any action to remove the

employee is taken. Additionally, Management will provide the Shop

Committeeperson with the employee training matrix.

8. PARAGRAPH 63 (b) Employees in each plant may make application for transfer, in writing, on forms

provided by Management pursuant to Paragraph (63) (b) of the National Agreement

to any equal or lower-rated non-skilled classification where there is a permanent job

opening in the same plant. In order to be considered for transfer, an application must

be on file at least one (1) week prior to the job being filled on a permanent basis.

Applications must be on file at least (1) week prior to the July Shutdown or Christmas

Holiday period in order to be effective for a move the Monday of the first week back.

Management will allow an employee to put an application in for a (63) (b) transfer to

a different department within the same NIS group for the same classification.

9. TRANSFER OF EMPLOYEES DURING PERIODS OF REDUCTION

AGREEMENT In the event it is necessary to remove employees from a non-

interchangeable seniority group, employees will be removed from their respective

classifications by seniority group in line with their seniority displacing employees

with less seniority.

Employees displaced from their seniority group will be placed on available jobs in the

plant. In applying this procedure, if it is necessary to reduce the total number of

people in the plant, the youngest seniority employees in the plant will be transferred

to an available job at the site. It is understood that employees involved must be

capable of doing the jobs. The Union recognizes Management's right to transfer

under Paragraph (63) of the National Agreement. Transfers will be made subject to

the provisions of this Agreement, giving due consideration to factors such as skills

possessed by certain employees requiring that they be transferred without regard to

seniority to maintain efficiency of operations. This is not to conflict with the

provisions of the Local Seniority Agreement.

Employees, who have been transferred to another department within the same plant as

a result of the application of this section of the Agreement, may make application at

the Personnel Office within thirty (30) days from the date of such transfer to return to

an opening in their former department and pay classification. A copy of this

application or a receipt will be given to the employee. Such employees will be

transferred to an opening in their former department and pay classification in line

with their seniority provided such opening occurs within twelve (12) months of

application. Further, employees transferred under this section will have preference

over Paragraph (63) (a) and (63) (b) applications, new hires, rehires, Appendix A

hires, and Extended Area hires. Such placement will be made as soon as possible but

in any event within five (5) working days after the opening occurs.

PROTOTYPE EMPLOYEE SELECTION/REMOVAL CRITERIA refer to the

jointly-approved Memorandum of Understand for the Prototype Operations Factory

dated 9/2/97.

10. TRANSFER AGREEMENT

The Local Transfer Agreement will encompass employee transfers including (63) (a),

(63) (b), Return to Former Department, and Plant Transfers.

ELIGIBILITY

Eligible employees, on the active roll, with at least one (1) year seniority at the site,

will be allowed to transfer under, 63(a) no more than once in any calendar year and

63(b) no more than once in any calendar year. A plant transfer restricts any further

plant transfer for twelve (12) months and qualifies as an employees 63(b) move for

the calendar year in which the move takes place.

PROCEDURE

1. Valid Return To Former Department and pay classification applications will take

precedence over (63) (a) and (b) and Plant Transfers. Additionally, Return to

Former Department and pay classification applications will not count towards an

employee’s two (2) allowed moves per calendar year.

2. When an employee’s valid application for transfer is to be honored, the employee

will be notified of such transfer. If an employee is not on the active roll or is on

the active roll but has applied for Sick Leave of absence, with their paperwork

pending, the employee will be bypassed for the transfer.

3. Employees will be allowed up to five (5) of any of the above-listed transfer

applications on file at any time. All employee moves are effective on the Monday

of each week. Applications for transfers and deletions are required to be turned in

one week prior to the move. Therefore applications and deletions are Monday thru

Monday. These check boxes will be added to the transfer application form stating

the following:

Please delete all other transfer applications on file if my promotion is

honored. Exception being; Return to Former Group.

Please delete all other transfer applications on file if my Return to Former

Group is honored.

4. Management will post a bulletin board notice on or before December 1 each year

that all transfer applications on file (except valid Return to Former Department

and pay classification applications) will be destroyed as of December 31.

Applications filed December 1 and after will remain on file for use during the

following year. Renewal applications, filed during the month of December only,

whereby an employee is simply re-applying for pre-existing application choices,

will not require the one (1) week waiting period to become valid.

5. Employees must make out the appropriate application form and submit it to their

group leader who will sign, date and return the appropriate copy to the employee.

The original will be retained by the Hourly Employment Office.

6. Employees requesting a plant transfer, have the option of specifying a department

on their application.

7. Applications for all transfers become effective one (1) week from the date of

application. (The exceptions are for openings posted as site-wide in scope and for

renewal applications as noted in 4. above. Applications for openings site-wide in

scope will be valid provided they are submitted prior to the posting closing date.)

8. The parties concur that under current operating conditions, the above application

and transfer procedure applies to primary openings only. Notwithstanding, if

there are applications for the secondary opening and the highest of these

applicants is a plant transfer, the secondary opening will be filled by such

applicant. All subsequent openings are not subject to these transfer provisions.

9. When a primary opening is created it will be filled on a seniority basis and in

compliance with mutually agreed upon selection procedures, from valid transfer

requests before new hires, rehires, Appendix A hires, and Extended Area hires.

10. All jobs that have been identified as belonging in the A or D bucket will be

considered primary openings. Transfer of employees during periods of reduction

agreement will not apply to such openings.

The provisions of this Agreement will not be the basis for a claim for liability on

the part of Management.

In the administration of this procedure, Management must have sufficient time in

some instances to procure and train another employee to replace the employee

transferred. There are current provisions in the Local Agreement which allow skilled

tradespersons to transfer to the plant of their choice in line with their seniority. If a

requisition is for a journeyperson, the valid requests for transfers are reviewed for a

journeyperson. E.I.T.’s are not placed in an opening where the requisition is for a

journeyperson.

LEADER CLASSIFICATIONS (TD9J) (SKILLED TRADES)

When an opening in the TD9J classification occurs, it will be first filled from

valid Requests for Transfers from employees currently in that classification in

accordance with the applicable provisions of the National and Local Agreements.

The Requests for Transfer process will not be applicable toward secondary

openings.

September 21, 1999

Amended September 6, 2003

11. MOVEMENT OF OPERATIONS

When it becomes necessary to move an entire department from one Nexteer -

Saginaw plant, to another Nexteer - Saginaw plant, employees who are assigned to

the job will move with the job.

When something less than a complete department is moved, employees in the

affected department who can do the job may volunteer to move with the job. Such

volunteers with the oldest seniority will be afforded the opportunity to move with the

job.

When something less than a complete department is moved within the plant,

employees in the affected department who can do the job may volunteer to move with

the job. Such volunteers with the oldest seniority will be afforded the opportunity to

move with the job. If there are no volunteers, the employee assigned to the noted job

will displace the youngest seniority employee within the employee’s NIS group and

the youngest seniority employees in the NIS group will be moved with the job. When

it is necessary to move support groups, inspectors, etc., with the move, the youngest

seniority employee within the respective NIS group who can do the job will be the

employee transferred provided there is not a volunteer in the respective NIS group

who can do the job will move with the job.

12. GENERAL PROVISIONS

The following General Provisions apply to all employees covered by this Agreement:

A. Up-to-date seniority lists shall continue to be provided electronically to the Shop

Committee and District Committeepersons.

B. Employees who are transferred from one seniority group as a result of the

provisions of Paragraph (59) of the National Agreement shall immediately carry

plant-wide seniority into the seniority group to which they are transferred.

C. Employees transferred pursuant to Section 3 of this Agreement to a non-

interchangeable seniority group other than the group in which they hold their

seniority, will have their seniority established in the group to which they are

transferred as of the date of such transfer.

D. Time limits, referred to throughout this Agreement, shall be extended by written

agreement with the Shop Committee because of existing circumstances and

conditions. Any such extension will not establish a precedent for any other future

occasion.

E. The provisions of Paragraph (69) of the National Agreement shall also be

applicable to any non-group leader salaried or non-represented job outside the

bargaining unit to a job classification in the bargaining unit.

F. Seniority employees, other than provided for in Paragraph (72) of the National

Agreement, who because of physical limitations are unable to perform work to

which they are assigned may be transferred to other work of a more suitable

nature in the site, except that such employee may not displace an employee with

longer seniority. An employee displaced by implementation of this paragraph will

be placed in accordance with Paragraph (59) of the National Agreement.

G. Wherever "working days" is referred to in this Agreement, it shall mean Monday,

Tuesday, Wednesday, Thursday, and Friday of each week.

H. No provision of this Agreement shall be retroactive prior to the date hereof.

I. It is understood in applying the term "less seniority" or "youngest seniority"

wherever it appears in this Agreement, that temporary employees have less status

than seniority employees.

J. In any instances of conflict, the provisions of this Agreement will be superseded

by the provisions of the National Agreement.

13. RETURN FROM LEAVE

Employees returning from a leave of absence will return to the same job classification

and department provided they are capable of doing the work and they do not displace

a higher seniority employee having seniority in their group.

In the event the employee does not have sufficient seniority to be placed as indicated

above, the employee’s placement will be handled in accordance with the statement

concerning Transfer of Employees during Periods of Reduction Agreement.

14. APPLICATION ASSISTANCE

Properly completed applications are received by Management as valid applications.

Employees, who have questions about properly filing or completion of such

application, may seek assistance from their group leader. Missing information

obvious to the person accepting the application will be called to the employee’s

attention.

15. “FARM OUT”

When it becomes necessary for a group leader to temporarily assign (“Farm Out”)

employees to another department, it will be done on a fair and equitable basis.

16. ADDING NEW DEPARTMENTS

When Management adds a department following negotiations of Seniority Groups

during current negotiations, notice of such will be given to the Shop Committee

Chairperson in writing. The parties will negotiate the Seniority Group, the Paragraph

(63) (b) Group and the Shift Preference Group of such department on the same basis

as the currently established groups. The practice at this site is for Management to

establish Paragraph (71) groups with the Union reserving the right of protest verbally

or in writing through the Grievance Procedure.

17. DATE-TIME RECEIPT OF APPLICATIONS

Management will continue to sign, date and return employee the appropriate copy of

all properly completed Paragraph (63) (a), (63) (b) and Request for Transfer forms.

Where this conflicts with an established plant practice acceptable to both parties, the

plant practice will prevail.

18. DEFINITION - JOB FILLED

When an employee is moved to a job opening and performs any aspect of the job or

receives training related to the job, the opening will be considered filled.

NON-INTERCHANGEABLE SENIORITY GROUPS

Plant 1

DEPARTMENT DESCRIPTION

Dept. 49 Rack and Pinion Machining

Dept. 50 Rack and Pinion Assembly

Dept. 51 I Shaft & Jacket

Dept. 52 Column Assembly

Dept. 53 Assist Mech. & Worm

Dept. 54 Motor / Shaft / Housing

Plant 3

DEPARTMENT DESCRIPTION

Dept. 04 Shipping (Fork Truck Drivers & Tuggers)

Dept. 13-1

Dept. 19-2

Metallurgical Lab

Tool & Die

Dept. 20-2 Machine Repair

Dept. 21-1 Electrician, Tinsmith, Millwright/Welder

Dept. 21-4 Janitors, Trash Haulers, Scrubber

Dept. 23-3 Gauge Lab, Tool Inspection.

Dept. 30 Automatics - All Pumps

Dept. 41 Machine PN Housings

Dept. 45 Grind Pump Ring

Dept. 46-1, 46-2 Grind Pump Drive Shaft/Grind Line

Dept. 47 Grind Pump Rotor

Dept. 48 Grind & Inspect Pump Vane

Dept. 49 Integral Gear Housing Machining

Dept. 50 Assemble Reservoir

Dept. 51

Dept. 52

Dept. 54

Dept. 56

Dept. 57

Dept. 58

Dept. 59

Grind Thrust, Pressure Plates

Tie Rod Machining

Tie Rod Assembly

Rack Machining

Housing machining & RTV and Bolt

Ballnut Green Machining

Ballnut Hard Machining

Dept. 62 Machine Union Fittings

Dept. 66-1

Dept. 71

Dept. 72

Dept. 73

Dept. 74

Dept. 75

Dept. 76

Dept. 77

Dept. 78

Dept. 79

Assemble & Test PN Pumps

Motor Assembly

Ballscrew Assembly

Ballscrew Integration & Sensor Asm (East)

Final Assembly (East)

Ballscrew Integration & Sensor Asm (West)

Final Assembly (West)

CBR Housing, Machining

CBR Assembly

Shaft Sub-Asm

Dept. 85-1, 85-2 TC & S-4s

Dept. 91 Machine TC & CB Housings

Dept. 93 Receiving Clerks & Expeditors

Dept. 95 Assemble Capsticks

Dept. 97 Assemble CB Pumps

Dept. 98-1, 98-2 Grind & Assemble Valves

Plant 4

DEPARTMENT DESCRIPTION

Dept. 04-1 Shipping (Fork Truck Drivers & Tuggers)

Dept. 04 -2 Receiving Clerks & Expeditors

Dept. 13-1 Metallurgical Lab

Dept. 19-2

Dept. 20-1

Tool & Die Repair

Machine Repair

Dept. 20-2

Dept. 21-1

Dept. 21-2

Washer Attendant/Oiler

Millwright/Welder

Electrician

Dept. 21-5 Janitorial

Dept. 22-1

Dept. 23-2

Crib Attendant

Truck Repair

Dept. 23-3 Gauge Repair

Dept. 50 Machine Inboard Truck Housing

Dept. 53, 54 Machine Inner & Outer Races & Cages

Dept. 56 Machine Outer Races

Dept. 58, 59, 60 Assembly

Dept. 61, 62 Grind Inner Races & Cages

Dept. 68, 79 Heat Treat, Blast and Phoscoat

Dept. 71, 74, 76, 89, 96 Stampings & Presses

Dept. 97 Warm Form

Dept. 99-2 Floor, Receiving, Quality Control Inspection

Plant 5

DEPARTMENT DESCRIPTION

Dept. 04-1

Dept. 04-2

Shipping (Fork Truck Drivers & Tuggers)

Receiving Clerks & Expeditors

Dept. 13

Dept. 19-2

Dept. 20-1

Met Lab

Tool & Die Repair

Machine Repair

Dept. 21-1

Dept. 21-2

Electricians

Millwright/Welder

Dept. 21-5 Washer Attendants & Oilers

Dept. 22-2 Janitors

Dept. 23-1

Dept. 23-2

Dept. 23-3

Tool Inspection & Ziess

Truck Repair

Gauge Repair

Dept. 33 Housing Machining

Dept. 44 Spider Machining

Dept. 36 Spider Grinding

Dept. 37 Spider Sub-Assembly

Dept. 45, 55-1, 55-2, 65, 75,

85, 89

Dept. 50

Half-shaft Assembly

IDS Shafts

Dept. 51 Presses – Warm form - Pitmans

Dept. 52 Pickle House

Dept. 53, 58, 62, 63 Cold Header

Dept. 60 Zeta – Machining, Grinding, Induction Hardening

Dept. 64 Housing Grinding & Sub-Assembly

Dept. 69 Zeta Assembly

Dept. 70 Heat Treat

Dept. 74-1 Axle Shaft Hardening

Dept. 74-2 Axle Shaft Machining

Dept. 84 Tri-Glide Spider Machining & Assembly

Dept. 93 Wiredraw Machines

Dept. 94 Presses – Warm Form – Inner Race

Dept. 95 Presses – Warm Form – Spider

Dept. 96 Presses – Cold Form

Dept. 99-1 Heat Treat Inspection

Dept. 99-2, 99-3 Floor, Receiving, Quality Control Inspection

Dept. 99-4 Induction Hardening Inspection

Plant 6

DEPARTMENT DESCRIPTION Dept. 01-1 Ergonomics

Dept. 01-3 Pilot & Show

Dept. 04-1

Dept. 04-2

Shipping (Fork Truck Drivers & Tuggers)

Receiving Clerks & Expeditors

Dept. 13

Dept. 19-2

Dept. 20-1

Dept. 21-1

Dept. 21-2

Met-Lab

Tool & Die Repair

Machine Repair

Millwright/Welder

Electrician

Dept. 22-1

Dept. 23-1

Dept. 23-2

Dept. 23-3

Janitors

Zeiss

Truck Repair

Gauge Repair

Dept. 24-2 Quality Inspection

Dept. 31 Plastic Injection

Dept 32-4

Dept. 33

I-Shaft Forming/Extrusion

Capsticks

Dept. 34

Dept. 37

Plastic Injection Reservoirs

Rotors

Dept 39 -1 Jacket Welding

Dept. 40 Presses

Dept. 41-1 Jacket Welding

Dept. 42 I-Shaft Forming

Dept. 43 I-Shaft Assembly

Dept. 44 Housing Machining Dept. 47-1, 47-2, 47-3 Component Assembly

Dept. 49-1

Dept. 50-1

Containment

Shaft cells/Phoscoating

Dept. 52-1 GMT 900 Assembly

Dept. 57-2

Dept. 58-1

Dept. 60-1

Lock Shoes

Yokes

Shaft Cells

Dept. 61-2 Shaft Manufacturing

Dept. 62 Zeta Shafts

Dept. 63

Dept. 64

Dept. 65

Zeta Jackets and Assembly

Alpha Components

Alpha Assembly

Dept. 68-3 Jacket Cell

Dept. 77

Dept. 83

Assembly

Assembly

Dept. 86-1 Cancel Cam

Dept. 89 Service, Bench Build & Small Volume Truck

Dept. 90 Assembly Line

Dept. 92 GMT610 Van/GMX367

Dept. 99-2, 99-3 Receiving & Inspection

Plant 7

DEPARTMENT DESCRIPTION

Dept. 04-1

Dept. 04-2

Shipping (Fork Truck Drivers & Tuggers)

Receiving Clerks & Expeditors

Dept. 13

Dept. 19-1

Dept. 20-1

Dept. 21-1

Met Lab

Tool & Die Repair

Machine Repair

Electrician, Millwright/Welder

Dept. 22-1 Janitors

Dept. 22-3 Oilers

Dept. 23 Tool Inspection, Fixture, Jig & Gauge

Dept. 30-1 Major Machining (Automatic Screw Machines)

Dept. 30-2 Machining

Dept. 43 Machining - Spools

Dept. 45 Machining – Valve Components

Dept. 48 Machining – Worm

Dept. 49, 56, 77-3 Machining – Racks, Pitman Grind

Dept. 53 Grinding T-Bar Dept. 54 Valve Assembly

Dept. 55 Machining - Pitman

Dept. 57 Grinding – Spool Shaft

Dept. 58 Machining – Valve Components (Pinions)

Dept. 59 Machining – Valve Components

Dept. 62 Assembly – GMT 900 Gear

Dept. 63 Assembly – GMT 900 Gear

Dept. 67 Machining – GMT 900 Racks

Dept. 68, 86 Machining – GMT 900 Tubes, Bulk Head Assembly

Dept. 70

Dept. 70-2

Dept. 71-1

Dept. 72-1

Dept. 73-1

Dept. 74-1

Dept. 75-1

Heat Treat

Grinding-Rack OD

Component Assembly

Component Assembly

Machining

Assembly

Assembly

Dept. 77-1 Assembly – 700 Gear

Dept. 81 Machining – GMX 381

Dept. 82 Assembly – GMX 381

Dept. 91 Machining – Stub-shafts, Side Covers

Dept. 92 Machining - Yoke

Dept. 94 Rack Green Machining (600 Gear)

Dept. 96 Assembly - 600 Gear

Dept. 98 Assembly – 600 Gear

Dept. 99-1 Quality Control Inspection

Plant 99

DEPARTMENT DESCRIPTION

Dept. 06-8 Fire Crib

Dept. 08-1 Garage Mechanics

Dept. 08-2 Oilers Non-Skilled, Maintenance

Dept. 10 Powerhouse

Dept. 11 Productive Garage

Dept. 12-1 Office Janitors

Dept. 12-2 Productive Lab, Machine Cleaners

Dept. 13-2 Rubber Lab

Dept. 13-3 Plastics Lab

Dept. 13-4 Chemistry Lab

Dept. 13-5 Sample Preparation and Salt Spray

Dept. 16 Productive Experimental Mfg.

Dept. 19-4 Site Maintenance/General Laborer

Dept. 19-5 Furnace Maintenance

Dept. 24-3 Reliability Lab

Dept. 26-5

Dept. 26-6

Dept. 26-7

M&D Lab/Plastic

M& D Lab/ Induction

M&D Lab/Trades

Plant 14

DEPARTMENT DESCRIPTION

Dept. 14 Prototype

19. CANCELLATION AND/OR MODIFICATION If either party desires to cancel, modify or change this Agreement, it shall be at

least sixty (60) days prior to the date when it proposed that such cancellation,

change or modification becomes effective - give notice in writing of the proposed

cancellation, change or modification. The other party, within ten (10) days after

receipt of said notice, shall either accept or reject the proposal or request a

conference to negotiate the proposal.

20. TEMPORARY TRANSFER PROCEDURE OF

SKILLEDTRADESPERSONS BETWEEN PLANTS (Less than Thirty (30)

Calendar Days) When a need for temporary help in the skilled trades classifications arises in a

plant, the following procedure will be implemented:

A. The plant requiring additional help will establish how many employees are

needed in each trade and thereafter notify the other plants.

B. Those plants that can provide help in the required trades will temporarily

transfer employees in the following order:

1. Employees that possess particular experiences or skills needed for the

temporary job can be moved out of line of seniority basis when the

employee volunteers.

2. Solicit volunteers by seniority order from the remaining tradespersons.

3. If additional tradespersons are still needed, send the youngest seniority

learners (E.I.T.’s) and/or Journeymen/women (E.I.T.’s) as required who

are capable of doing the job because of the nature of the work involved.

C. The sending plant will initiate an A.V.O. which will be given to the Labor

Relations Representative, employee and shop committeeperson involved, as

far in advance as possible. The A.V.O. will state the plant, shift, start and

return dates. If it becomes necessary to retain employees for a period of time

in excess of thirty (30) days, the general group leader will notify the

appropriate personnel by use of an A.V.O. as provided for and in accordance

with Paragraph C above. If it becomes necessary to retain employees in

excess of thirty (30) days, circumstances regarding the extension of the

temporary transfer will be reviewed with the PJAC at the receiving plant,

upon the Union’s request, prior to such assignment being extended.

INTEGRITY OF AGREEMENT: The parties recognize the desirability of maintaining the integrity of this agreement. Therefore, it is understood that no agreement, understanding or interpretation will be entered into which will supersede, conflict or modify any provisions of this Agreement. Deviations from the above provisions can be made by mutual agreement between the Shop Committee and the Site Manager of Industrial Relations.

SHIFT PREFERENCE SHIFT PREFERENCE AGREEMENT This Agreement entered into this 29th day of

June, 2010, between Nexteer, Saginaw, Michigan, and Local 699, UAW It is agreed that

the following provisions shall not conflict in any way the principle that this agreement

pertaining to shift preference must have sufficient flexibility to give full protection to

efficiency of operations under all circumstances and conditions. Further, the parties

agree that the intent of the Local Shift Preference Agreement is for a person-for-person

trade.

1. Once each four (4) months, except as otherwise provided herein, seniority employees

may make application for transfer to another shift in the same shift preference group

in which they are working at in the same classification. The shift preference group

referred to above is as shown by the attached charts.

The employee will be transferred to the shift for which the employee has made

application, provided the employee has seniority greater than the person the employee

seeks to replace.

a. The employee’s right to exercise shift preference will extend first to the

employee’s primary job. In the event the employee does not have sufficient

seniority to displace another employee with less seniority on the shift of the

employee’s choice on the employee’s primary job, the employee may then

exercise shift preference to the employee’s classification in the employee’s shift

preference group.

1) In applying the above, when two (2) or more shift preference requests, in

the same shift preference group, are submitted during the same application

week, the highest seniority applicant shall be moved against the least

seniority eligible employee of the affected job or classification, the second

highest seniority applicant against the second least seniority eligible

employee and so on.

2. Application for shift preference will be made no later than and will become effective

only on Tuesday of each week. When an application has been submitted in writing

and signed by a member of supervision, such application is irrevocable by the

employee. Providing the employee meets the requirements of Paragraph 1 above, the

shift change will be made on the second Monday following the effective date.

a. In regards to identifying the shift an employee is assigned for the purpose of shift

preference, the hourly record keeping system record for employees shall be

paramount. Although Tuesday shall be the effective point in time for shift

preference, the hourly record keeping system record for the preceding Monday

shall determine what shift an individual employee is assigned for the week with

the following exception:

1) Employees falling within the guidelines of Paragraphs 5 or 6 of this agreement

are not eligible to be displaced via shift preference off the shift to which the

employee is currently assigned.

b. Both employees being shift changed as a result of the above procedure will be

notified no later than Tuesday preceding the effective date. In the event of denial

of shift preference, the applicant will be notified no later than Tuesday of the

week following the week of application.

3. No further application for changes will be accepted for a period of four (4) months

unless an opening in the same classification in the same seniority or shift preference

group should occur on another shift during the four (4) month period. In the event

that such an opening does occur, preference will be given to the employee with the

most seniority that has made application for that shift.

4. An employee who exercises shift preference in accordance with Paragraph 1 of this

agreement and who within four (4) months is shift changed again may apply for

transfer to another shift in the seniority group or shift preference group in which the

employee is working under the provisions of this agreement but without regard to the

four (4) month provisions in Paragraphs 1 and 3 above, in which event the provisions

of Paragraph 2 will be applicable.

5. It is agreed that employees may be assigned to any shift for the purpose of being

trained for a job.

6. In the event it is found that certain employees with more seniority are needed on any

shift, it is agreed that such employees will work on the shift on which they are needed

so long as their services are required, or until such time as employees with less

seniority or temporary employees, capable of doing the job, are available for

replacement. They will be returned to their former shift and in any event not later

than thirty (30) days from the date of initial transfer, seniority permitting. The

respective Shop Committeeperson will be advised by A.V.O. of any employee moved

under Paragraph 6 of this Shift Preference Agreement but failure to do so will not

form the basis of or be cited in any claim for liability on the part of Management.

a. It is not Management’s intent to apply this provision in such a manner as to

prevent eligible shift preference applicants from exercising their shift preference.

Further, when employees with more seniority are needed on another shift,

Management should, when considering employee availability and qualifications

to do the job in question, also consider seniority when more than one (1)

employee is available and qualified.

7. Coordinators will only shift preference against other coordinators within their shift

preference group. In those situations where a coordinator desires to leave the

coordinator classification, the employee will be required to file an application for

transfer under Paragraph 63(b). The coordinator will assume their former rate position

upon such transfer.

8. Seniority for shift preference for Major Machining employees shall be by date of

entry or plant seniority as follows: Employees who become Major Machining or

employees newly hired as qualified Major Machining shall have as a seniority date

the date of their entry into the Major Machining classification for a period of one (1)

year. After one (1) year, they shall have as a seniority date the date of their plant

seniority.

a. For the purpose of shift preference only, employees classified Major Machining,

utilizing their seniority as outlined above, may apply on a site-wide basis for shift

preference over the lowest seniority Major Machining, on the shift of their choice

if they do not have sufficient seniority for the shift of their choice in their current

department.

9. For purposes of this Shift Preference Agreement only, employees in skilled trades

classifications will be governed by journeyman/woman and employee-in-training-

seniority seniority dates for journeymen/women and employees-in-training-seniority

and by date of entry for employees-in-training. Journeymen/women will be eligible

to exercise shift preference only over other journeymen/women in the same

classification and employees-in-training will be eligible to exercise shift preference

only over other employees-in-training in the same classification. Employees in skilled

trades classifications may apply for shift preference only within the department in

which they are working, except: (1) Journeymen/women and employees-in-training-

seniority may apply on a site-wide basis for shift preference over the lowest seniority

employee on the shift of their choice if they do not have sufficient seniority for the

shift of their choice in their current department and (2) Employees-in-training with

eighteen (18) or more months work in the classification may apply on a site-wide

basis for shift preference over the lowest seniority employee on the shift of their

choice if they do not have sufficient seniority for the shift of their choice in their

current department, providing shift preference is exercised over an employee whose

work in the classification has been for a period of not less than eighteen (18) months.

In applying the above, when two (2) or more shift preference requests in the same

skilled trades classification are submitted during the same application week, the

oldest seniority applicant shall be moved against the lowest seniority eligible

employee of the classification, the second most seniority applicant against the second

least seniority eligible employee and so on.

a. Those employees who have been identified as Maintenance Leader or Tool

and Die Maker Leader may apply on a site-wide basis for shift preference

over the lowest seniority employee of their classification on the shift of their

choice if they do not have sufficient seniority for the shift of their choice in

their current department provided that Maintenance Leader has been in their

current position a minimum of six (6) months.

10. a. In the event two (2) or more non-skilled employees in the same seniority

group have the same seniority date, reverse alphabetical order will prevail.

For this purpose, “Z” has more seniority than “A”.

b. In the event two (2) or more employees in the same skilled trades seniority

group have the same skilled trades seniority date, plant-wide seniority will

prevail.

11. Changes in shift at an employee’s request for a limited time will be permitted in

emergencies, or for special occasions, when it is agreeable to the employees involved

and the team.

SHIFT PREFERENCE

Plant 1

DEPARTMENT DESCRIPTION

Dept. 49 Rack and Pinion Machining

Dept. 50 Rack and Pinion Assembly

Dept. 51 I Shaft & Jacket

Dept. 52 Column Assembly

Dept. 53 Assist Mech. & Worm

Dept. 54 Motor / Shaft / Housing

Plant 3

DEPARTMENT DESCRIPTION

Dept. 04 Shipping (Fork Truck Drivers & Tuggers)

Dept. 13-1

Dept. 19-2

Metallurgical Lab

Tool & Die

Dept. 20-2 Machine Repair (Tool and Die)

Dept. 21-1 Electrician, Tinsmith, Millwright/Welder

Dept. 21-4 Janitors, Trash Haulers, Scrubber

Dept. 23-13 Gauge Lab, Tool Inspection.

Dept. 30 Automatics - All Pumps

Dept. 41 Machine PN Housings

Dept. 45 Grind Pump Ring

Dept. 46-1, 46-2 Grind Pump Drive Shaft/Grind Line

Dept. 47 Grind Pump Rotor

Dept. 48 Grind & Inspect Pump Vane

Dept. 49 Integral Gear Housing Machining

Dept. 50 Assemble Reservoir

Dept. 51

Dept. 52

Dept. 54

Dept. 56

Dept. 57

Dept. 58

Dept. 59

Grind Thrust, Pressure Plates

Tie Rod Machining

Tie Rod Assembly

Rack Machining

Housing machining & RTV and Bolt

Ballnut Green Machining

Ballnut Hard Machining

Dept. 62

Dept. 66-1

Dept. 77

Dept. 78

Machine Union Fittings

Assemble & Test PN Pumps

CBR Housing Machining

CBR Assembly

Dept. 85-1, 85-2 TC & S-4s

Dept. 91 Machine TC & CB Housings

Dept. 93 Receiving Clerks & Expeditors

Dept. 95 Assemble Capsticks

Dept. 97 Assemble CB Pumps

Dept. 98-1, 98-2 Grind & Assemble Valves

Plant 4

DEPARTMENT DESCRIPTION

Dept. 04 -1

Dept. 04 -2

Shipping (Fork Truck Drivers & Tuggers)

Receiving Clerks & Expeditors

Dept. 13-1 Metallurgical Lab

Dept. 19-2

Dept. 20-1

Tool & Die Repair

Machine Repair

Dept. 20-2

Dept. 21-1

Dept. 21-2

Washer Attendant/Oiler

Millwright/Welder

Electrician

Dept. 21-5 Janitorial

Dept. 22-1

Dept. 23-2

Crib Attendant

Truck Repair

Dept. 23-3 Gauge Repair

Dept. 50 Machine Inboard Truck Housing

Dept. 53, 54 Machine Inner & Outer Races & Cages

Dept. 56 Machine Outer Races

Dept. 58, 59, 60 Assembly

Dept. 61, 62 Grind Inner Races & Cages

Dept. 68, 79 Heat Treat, Blast and Phoscoat

Dept. 71, 74, 76, 89, 96 Stampings & Presses

Dept. 97 Warm Form

Dept. 99-2 Floor, Receiving, Quality Control Inspection

Plant 5

DEPARTMENT DESCRIPTION

Dept. 04-1

Dept. 04-2

Shipping (Fork Truck Drivers & Tuggers)

Receiving Clerks & Expeditors

Dept. 13

Dept. 19-2

Dept. 20-1

Met Lab

Tool & Die Repair

Machine Repair

Dept. 21-1

Dept. 21-2

Electricians

Millwright/Welder

Dept. 21-5 Washer Attendants & Oilers

Dept. 22-2 Janitors

Dept. 23-1

Dept. 23-2

Dept. 23-3

Tool Inspection & Ziess

Truck Repair

Gauge Repair

Dept. 33 Housing Machining

Dept. 44 Spider Machining

Dept. 36 Spider Grinding

Dept. 37 Spider Sub-Assembly

Dept. 45, 55-1, 55-2, 65, 75,

85, 89

Dept. 50

Half-shaft Assembly

IDS Shafts

Dept. 51 Presses – Warm form - Pitmans

Dept. 52 Pickle House

Dept. 53, 58, 62, 63 Cold Header

Dept. 60 Zeta – Machining, Grinding, Induction Hardening

Dept. 64 Housing Grinding & Sub-Assembly

Dept. 69 Zeta Assembly

Dept. 70 Heat Treat

Dept. 74-1 Axle Shaft Hardening

Dept. 74-2 Axle Shaft Machining

Dept. 84 Tri-Glide Spider Machining & Assembly

Dept. 93 Wiredraw Machines

Dept. 94 Presses – Warm Form – Inner Race

Dept. 95 Presses – Warm Form – Spider

Dept. 96 Presses – Cold Form

Dept. 99-1 Heat Treat Inspection

Dept. 99-2, 99-3 Floor, Receiving, Quality Control Inspection

Dept. 99-4 Induction Hardening Inspection

Plant 6

DEPARTMENT DESCRIPTION Dept. 01-1 Ergonomics

Dept. 01-3 Pilot & Show

Dept. 04-1

Dept. 04-2

Shipping (Fork Truck Drivers & Tuggers)

Receiving Clerks & Expeditors

Dept. 13

Dept. 19-2

Dept. 20-1

Dept. 21-1

Dept. 21-2

Met-Lab

Tool & Die Repair

Machine Repair

Millwright/Welder

Electrician

Dept. 22-1

Dept. 23-1

Dept. 23-2

Dept. 23-3

Janitors

Zeiss

Truck Repair

Gauge Repair

Dept. 24-2 Quality Inspection

Dept. 31 Plastic Injection

Dept 32-4

Dept. 33

I-Shaft Forming/Extrusion

Capsticks

Dept. 34

Dept. 37

Plastic Injection Reservoirs

Rotors

Dept 39 -1 Jacket Welding

Dept. 40 Presses

Dept. 41-1 Jacket Welding

Dept. 42 I-Shaft Forming

Dept. 43 I-Shaft Assembly

Dept. 44 Housing Machining Dept. 47-1, 47-2, 47-3 Component Assembly

Dept. 49-1

Dept. 50-1

Containment

Shaft cells/Phoscoating

Dept. 52-1

Dept. 57-1

GMT 900 Assembly

Shaft Cells

Dept. 57-2

Dept. 58-1

Dept. 60-1

Lock Shoes

Yokes

Shaft Cells

Dept. 61-2 Shaft Manufacturing

Dept. 62 Zeta Shafts

Dept. 63

Dept. 64

Dept. 65

Zeta Jackets and Assembly

Alpha Components

Alpha Assembly

Dept. 68-3 Jacket Cell

Dept. 77

Dept. 83

Assembly

Assembly

Dept. 86-1 Cancel Cam

Dept. 89 Service, Bench Build & Small Volume Truck

Dept. 90 Assembly Line

Dept. 92 GMT610 Van/GMX367

Dept. 99-2, 99-3 Receiving & Inspection

Plant 7

DEPARTMENT DESCRIPTION

Dept. 04-1

Dept. 04-2

Shipping (Fork Truck Drivers & Tuggers)

Receiving Clerks & Expeditors

Dept. 13 Dept. 19-1

Dept. 20-1

Dept. 21-1

Met Lab

Tool & Die Repair

Machine Repair

Electrician. Millwright/Welder

Dept. 22-1 Janitors

Dept. 22-3 Oilers

Dept. 23 Tool Inspection, Fixture, Jig & Gauge

Dept. 30-1 Major Machining (Automatic Screw Machines)

Dept. 30-2 Machining

Dept. 43 Machining - Spools

Dept. 45 Machining – Valve Components

Dept. 48 Machining – Worm

Dept. 49, 56, 77-3 Machining – Racks, Pitman Grind

Dept. 53 Grinding T-Bar

Dept. 54 Valve Assembly

Dept. 55 Machining - Pitman

Dept. 57 Grinding – Spool Shaft

Dept. 58 Machining – Valve Components (Pinions)

Dept. 59 Machining – Valve Components

Dept. 62 Assembly – GMT 900 Gear

Dept. 63 Assembly – GMT 900 Gear

Dept. 67 Machining – GMT 900 Racks

Dept. 68, 86 Machining – GMT 900 Tubes, Bulk Head Assembly

Dept. 70 Heat Treat

Dept. 70-2

Dept. 71-1

Dept. 72-1

Dept. 73-1

Dept. 74-1

Dept. 75-1

Grinding – Rack OD

Component Assembly

Component Assembly

Machining

Assembly

Assembly

Dept. 77-1 Assembly – 700 Gear

Dept. 81 Machining – GMX 381

Dept. 82 Assembly – GMX 381

Dept. 91 Machining – Stub-shafts, Side Covers

Dept. 92 Machining - Yoke

Dept. 94 Rack Green Machining (600 Gear)

Dept. 96, 98 Assembly - 600 Gear

Dept. 99-1 Quality Control Inspection

Plant 99

DEPARTMENT DESCRIPTION

Dept. 06-8 Fire Crib

Dept. 08-1 Garage Mechanics

Dept. 08-2 Oilers Non-Skilled, Maintenance

Dept. 10 Powerhouse

Dept. 11 Productive Garage

Dept. 12-1 Office Janitors

Dept. 12-2 Productive Lab, Machine Cleaners

Dept. 13-2 Rubber Lab

Dept. 13-3 Plastics Lab

Dept. 13-4 Chemistry Lab

Dept. 13-5 Sample Preparation and Salt Spray

Dept. 16 Productive Garage, Experimental Mfg.

Dept. 19-4 Site Maintenance/General Laborer

Dept. 19-5 Furnace Maintenance

Dept. 24-3 Reliability Lab

Dept. 26-5 M&D Lab/Plastic

Dept. 26-6

Dept. 26-7

M&D Lab/Induction

M&D Lab/Trades

Plant 14

DEPARTMENT DESCRIPTION

Dept. 14 Prototype

12. This Agreement shall continue in full force and effect until terminated whole or in

part by either party or changed by consent of both parties. If either party desires to

terminate or modify or change this Agreement, it shall - at least sixty (60) days prior

to the date when it proposes that such change or modification becomes effective -

give notice in writing of the proposed change or modification. The other party,

within ten (10) days after receipt of said notice, shall either accept or reject the

proposal or request a conference to negotiate the proposal. If the proposed change is

acceptable to both parties, the effective date may be mutually agreed upon.

13. INTEGRITY OF AGREEMENT

The parties recognize the desirability of maintaining the integrity of this agreement.

Therefore, it is understood that no agreement, understanding or interpretation will be

entered into which will supersede, conflict or modify any provisions of this

Agreement. Deviations from the above provisions can be made by mutual agreement

between the Shop Committee and the Site Manager of Industrial Relations.

SHIFT PREFERENCE INTERPRETATIONS AND DEMAND

ANSWERS

(1) TEMPORARY SKILLED TRADES SHIFT CHANGES

The Union has brought to Management's attention that certain temporary skilled trades

shift changes have been made to avoid provisions of the Shift Preference Agreement. The

provisions of the Shift Preference Agreement will be followed.

It is Management's intent to abide by the provisions of the Local Shift Preference

Agreement. It is felt that the use of the A.V.O. to notify the Shop Committeepersons

provides a beneficial purpose for both parties. It is agreed that the information on the

A.V.O. should be informative enough to indicate the purpose of the move.

When a temporary assignment to another shift of an employee is required, Management

will give consideration to employees who volunteer for such vacancies in a fair and

equitable manner. When no volunteer exists, the employee with the lowest seniority

capable of doing the job will be assigned.

(2) SHIFT PREFERENCE PROCEDURE - E.I.T.S.

The Union stated in presentation of this demand that Employees-In-Training (E.I.T.), are

shift changed just prior to their gaining Employee-In-Training-Seniority status to

circumvent the shift preference procedure.

Accordingly, an E.I.T. will remain on the shift the employee is assigned to for two (2)

weeks following the attainment of the employee’s E.I.T.S. date. Thereafter, their shift

assignment will be determined by Management or in accordance with the Local Shift

Preference Agreement.

(3) SHIFT PREFERENCE PROCEDURE - BUMPEE ABSENT

In discussion of this demand, the Union has cited the problem lies where employees

involved are not shift changed due to the absence of the bumpee for various reasons. The

current plant practice is bumpees on sick leave are not active employees, thus, are not

allowed to be bumped. When the bumpee is on vacation or absent, the bumper is shift

changed and the bumpee on return to work.

Equalization of Hours Agreement

The Administration of Paragraph (71) of the National Agreement

It is mutually agreed that the following provisions will constitute the Equalization of

Hours Agreement for all employees working pursuant to Paragraph (71) of the National

Agreement.

This Agreement is entered into this 2nd

day of June, 2008, between Nexteer, Saginaw,

Michigan and Local 699 UAW.

Definitions:

The following definitions are included as an aid in administering the provisions of this

agreement.

A) An Equalization of Hours group shall consist of an identified group of employees

on a shift working within specified areas.

B) Paragraph (71) National Agreement Overtime hours are those hours worked by an

equalization group in excess of eight (8) hours on weekdays and also include hours

worked on Saturdays, Sundays, and Holidays.

C) Augmentation applies to those individuals who are working in an equalization group

other than their own when that group is engaged in overtime.

D) Supplementation applies to those individuals who are working in an equalization

group other than their own when that group is engaged in straight time hours.

Farm Out/Farm In

Applies to employees reassigned outside of their home department on straight

time hours. (A farm out should not be used to circumvent overtime in the

department they are farmed into while creating the need for overtime in their

home department.) The Paragraph (71) rights of an equalization group being

supplemented do not extend to farm in employees.

1. Hours will be credited in terms of total pay hours involved. [One (1) hour at time and

one-half equals one and one-half credit hours; one (1) hour at double time equals two

(2) credit hours.]

2. Employees that have been offered hours at premium pay in a department and

equalization group other than their own, (not a temporary transfer as described in (3)

or (13) below) will be charged only for the premium pay hours that they have

accepted or worked on the regular overtime record of their equalization group.

Premium pay hours that have been declined will not be charged in this manner. (This

should not be construed to provide equalization between dissimilar groups.)

3. Seniority employees transferred or shift changed from one equalization group to

another will, for the purposes of equalization, is given the average number of hours of

the group they enter. In groups with a disparity of 100 hours or more, average hours

will be determined by deducting hours accumulated by employees working outside

the group prior to averaging. This paragraph applies to assignments and excused

leaves of more than thirty (30) days. Their date of entry into the new group will be

written in next to their name.

4. Non-seniority employees and rehires will be charged with the highest hours of any

equalization group they enter. Non-seniority employees that are hired pursuant to

Appendix A VII. Vacation Replacements and Other Employees Hired for Temporary

Work (formerly Appendix D-2) of the National Agreement will equalize overtime

hours amongst other Temporary employees in the groups they are working and will

be offered the availability of overtime only after exhausting the seniority employees

in the corresponding equalization group.

5. When hours are available to an employee and they are absent or fail to work for any

reason or if they decline an offer of work, unless otherwise specified in this

agreement, the hours available to the employee shall be credited as if they had

worked them; except that hours lost by reason of absence due to compensable injury

or occupational disease will not be credited during the first thirty (30) days of such

absence. Employees who are unable to work overtime because of:

a. An employee who is called to short-term active duty or annual active duty for

training; or

b. Days the employee is summoned and reports for jury duty as provided in

Paragraph (218) of the National Agreement; or

c. Days of bereavement for members of the employee’s immediate family as

provided in Paragraph (218) (b) of the National Agreement; will not be credited

with available hours. An employee on an authorized leave of absence or a

temporary layoff for more than thirty (30) days shall cease to have available hours

credited to them and upon returning to any equalization group, will be credited

with the average hours of the group.

6. An employee returning to the bargaining unit from a job outside the bargaining unit

shall enter the equalization group in which they will be placed at the highest hour of

the group.

7. Employees required to work on seven (7) day continuous operations will not be

charged with overtime hours on Paragraph (71) equalization charts if their regularly

scheduled work day should fall on a holiday and they are required to work.

8. Committeepersons will be listed on the equalization records but will not be credited

on them as long as they retain their status. When they cease in their capacities as

such, they will be given the average overtime hours for the group. Alternate

Committeepersons will be listed on the equalization record and should be charged for

all hours offered to them except for those hours offered for the purpose of functioning

as District Committeeperson.

9. Hours lost by an employee because of a disciplinary layoff will be credited as if they

have been worked. If the penalty is rescinded in part or in whole, however, the

employee will be credited only with the hours covered by the penalty as reduced

and/or for which they are compensated in the form of back pay.

10. Management will maintain equalization of hours charts which each employee’s

equalization group will be identified. Such charts will reflect only premium pay

hours, and such charts will be openly displayed in such a manner that the employees

involved may check their standing. The charts will also show the job classification

code for each employee listed.

11. Notice of Daily Overtime Employees Called At Home - Employees who are called at

home and asked to work overtime for any reason and decline, will not be charged on

the hours chart.

12. Posting of Equalization of Hours Charts. Tuesday is Weekly Target Day - The local

rules applicable to Paragraph (71) provide, in part, that equalization of hours charts

“will be openly displayed in such a manner that the employees involved may check

their standing.” It is recognized that proper implementation of this means timely

posting of credit hours.

13. Equalization of Hours Temporary Transfers – (Commonly referred to as a 28-day tag)

Seniority employees who are temporarily transferred to a different equalization

group, shift, department, or plant will be placed into the Paragraph (71) equalization

group to which they are temporarily transferred at the average hours of the group.

Their overtime work opportunities will stem from that position in their equalization

group. Such employees will be charged for hours in accordance with the local rules

applicable to Paragraph (71).

When the employees are returned to their original equalization group, all hours that

they had worked or had been charged for refusal in their temporary equalization

group will be transferred with them and will be added to the hours they had

accumulated in their original group prior to their temporary transfer.

The above method of charting hours will also be followed in those instances where

the temporary transfer exceeds thirty (30) days and representatives of Management

and the Union have mutually agreed to waive the provisions of Paragraph (62) of the

National Agreement. If it becomes necessary to retain employees in excess of thirty

(30) days, circumstances regarding the extension of the temporary transfer will be

reviewed with the PJAC at the receiving plant, upon the Union’s request, prior to

such assignment being extended.

14. Training

A. Weekend Overtime - Training Assignment

Training assignments may require an employee to be in the vicinity of their job, in

another area of the plant, in another site facility, or offsite. An attempt will be

made to contact such employees to offer weekend overtime. If such employees

cannot be contacted directly, such employees will not be charged for these

overtime hours.

B. Daily Overtime - Training Assignment

Employees who have been temporarily transferred to another shift to attend

training classes will be averaged into the appropriate equalization group on the

shift that they are attending training. Daily overtime will be offered in line with

their overtime standing on the shift that they have been transferred to for the

duration of training being attended. When the employees are returned to their

original equalization group, all hours that they had worked or had been charged

for refusal in their temporary equalization group will be transferred with them and

will be added to the hours they had accumulated in their original group prior to

their temporary transfer. Should the training require the employee to be out of the

vicinity of this location, or the regular shift starting times of their temporary

equalization group are in conflict with those of the training class, so as to make it

impractical to work the overtime, the hours that become available will not be

offered during the week and will not be charged against the employee.

15. Equitable Sharing Of Overtime - Within Groups - Where Quality Network

Manufacturing departments are functioning and therefore have an enhanced focus on

meeting customer requirements and training of employees, it follows that equalization

of overtime concerns should diminish. In recognition of this, the overtime groups

should be able to achieve a level of maximal equalization which can be

accommodated by following a “low person” concept. In instances where the

equalization of hours has provided for two (2) or more employees having an equal

standing in total hours, the following order will be used to determine the employee

that should first be offered the available overtime:

1. Highest plant seniority. (If skilled trades, Highest Nexteer Seniority trades date.)

(If tied with 1-7-85)

2. Highest Nexteer Site Seniority date. (If skilled trades, highest Nexteer Site

Seniority trades date.) (If tied)

3. Last name in reverse alphabetical order. (“Z” will have preference over “A”).

Such a scheduling format must have sufficient flexibility to ensure maintaining

quality, efficiency of operations, and capable operators at all times.

16. Skilled Trades Equalization Groups - Journeypersons and Employees-In-Training-

Seniority, (E.I.T.S.), will be combined for equalization purposes in the same group by

classification, by shift, in the same plant-department. Employees-In-Training,

(E.I.T.), will equalize by classification, by shift, in the same plant-department.

When scheduling full shift overtime only, Journeypersons and Employees-In-

Training-Seniority in current skilled equalization groups will be afforded the first

opportunity to perform this overtime work.

If additional staffing is required, it should be obtained from the Apprentices and

E.I.T.s. Although Paragraph (71) does not apply to Apprentices, overtime should be

offered to Apprentices and E.I.T.s in a fair and equitable manner as far as practicable.

17. Overtime - Advance Notice - Posting Notices - Employees on Union Business at the

Union Hall - Providing employees with advance notice of overtime and/or the

cancellation of scheduled overtime, is a key to maintaining a more stable work life

and is in concert with the Beliefs and Values of the QNMS Agreement. A sincere

effort will be made to give employees reasonable advance notice of overtime and/or

the cancellation of scheduled overtime. Last minute schedule changes, equipment

breakdowns, absenteeism, and other unforeseen need for overtime work may restrict

the extent to which advance notice can be given.

With respect to daily overtime, sincere efforts will be made to advise employees of

such before the last lunch period of the shift on which the overtime is so scheduled. It

is understood, however, that should this become impractical due to unforeseen

circumstances, those employees who are asked to work overtime during the last two

(2) hours of the shift (regularly scheduled eight (8) hour shift) on which the overtime

is to be worked and who subsequently refuse such offer of work, will not be charged

for those hours. In situations when it is sufficiently known in advance, such as

covering for scheduled vacations that will require overtime for several continuous

days, employees so affected will be given as many days notice as is practicable.

With respect to weekend overtime, sincere efforts will be made to advise employees

as early as Thursday proceeding the weekend involved. When whole departments

have been scheduled to work weekend overtime and the “C” shift advisor has

information sufficiently in advance that such schedule will continue, “C” shift

employees will be notified on their Thursday (shift starting Wednesday night).

Notices will be posted of department weekend overtime in an appropriate place

within the affected department. Employees that have not been advised of all available

weekend overtime during their regular work week and prior to the last scheduled

lunch period on their shift on Friday preceding the weekend, will be charged only for

those hours that have been made available prior to the weekend. Employees that have

accepted the available weekend overtime will be offered any available overtime that

is in addition to that which has been scheduled prior to the weekend and will be

charged only for those hours accepted.

In the event an employee is excused for one (1) or more days for union business at the

Union Hall, they will be notified of available overtime in their equalization group for

the day following the union business absence, provided the employee would be

scheduled to work and provided further that the advisor is able to speak directly to the

employee by telephone or in person. If they are unable to make such contact, the

advisor will proceed to make arrangements for another employee to work.

18. Balancing of Equalization Hours - (yearend) - The intent of the equalization of hours

is to afford employees an equal opportunity of accepting or declining such premium

pay hours throughout the year. So as not to advantage or disadvantage employees for

the acceptance or refusal during the year, of overtime that has been offered within the

prescribed time frames in this agreement, the Parties agree to the following: At the

end of each calendar year, on the first Monday following the Christmas holiday

period (as identified in the National Agreement), each employee in each equalization

group will have their hours set back to zero (0). Equalization will then begin by

utilizing procedure set forth in Paragraph 15 of this section. This paragraph of this

agreement will become effective in January, 2001.

19. INTEGRITY OF AGREEMENT

The parties recognize the desirability of maintaining the integrity of the Equalization

of Hours agreement. Therefore, it is understood that no agreement, understanding or

interpretation will be entered into which will supersede, conflict or modify any

provisions of this Agreement. Accordingly, deviations can be made only by mutual

agreement between the Shop Committee and site Staff Labor Relations.

20. CANCELLATION AND/OR MODIFICATION

If either party desires to cancel, modify or change this Agreement, it shall be at least

sixty (60) days prior to the date when it proposed that such cancellation, change or

modification becomes effective - give notice in writing of the proposed cancellation,

change or modification. The other party, within ten (10) days after receipt of said

notice, shall either accept or reject the proposal or request a conference to negotiate

the proposal.

21. RATIFICATION

This Agreement is subject to ratification by Local Union 699 and will become

effective as of the date of Notice of Ratification to Local Management.*

(*Effective June 2nd

, 2008)

IN WITNESS WHEREOF, the parties hereto have caused their names to be subscribed

by their duly authorized officers and representatives the day and year first above written:

JOINT STATEMENT OF UNDERSTANDING

EQUALIZATION OF OVERTIME HOURS

(Modified in 1999)

During 1996 local negotiations, the local parties spent considerable time discussing issues

related to the administration and interpretation of Paragraph (71) of the National

Agreement and related issues. It became obvious that through the years poor

administration has led to many misunderstandings related to this issue, including

grievance settlements which, while well intended, have created misinterpretations of the

intent of Paragraph (71). The problems have been further exacerbated by the sanctioning

of QNMS Teams to develop their own equalization and augmentation plans without

sufficient training to provide them with the necessary knowledge to make plans that are

in concert with the intent of Paragraph (71). As a result, the Grievance Procedure has

been over taxed in an effort to resolve conflicts based on misunderstandings,

misinterpretations, misinformation, and a general state of confusion.

The recent discussions have served to clarify the intent of Paragraph (71) and the various

Umpire Decisions which established the principle of Management’s right to have work

performed on straight time versus premium time. The Parties are in agreement that if

there was no overtime paid, there was no overtime worked and no violation of Paragraph

(71). Additionally, the only employees entitled to overtime when overtime is worked are

those employees within the equalization group impacted and it is Management’s

responsibility to ensure that the employees within the equalization group are offered such

overtime. A general rule of thumb when augmenting a primary equalization group, and

such augmentation results in overtime being paid, is for the scope of selection to extend

to the four (4) hours of abutting shifts Monday through Friday. On weekends and paid

holidays, the contractual rights to overtime are the primary equalization group’s

department and shift on jobs within the equalization group. However, it would also be

preferable to utilize the abutting shift or shifts during weekend and holiday overtime to

promote consistency in augmentation, a higher level of experience in operators and to

help in maintaining an acceptable balance of hours across shift lines. Accordingly, the

parties agree that all past practices, understandings, and grievance settlements that do not

support the intent of Paragraph (71) are no longer valid. Both parties commit to the

proper administration of Paragraph (71) and to providing the QNMS Teams with

sufficient information to ensure compliance.

The QNMS Agreement endorses the “low person concept” in selecting employees from

within an equalization group to work overtime applicable to the equalization group. The

Union, during these negotiations, expressed concern regarding the “concept” and wanted

it replaced with a “low person rule” which carried a pay liability if Management failed to

work the employee lowest in hours from within the group. While Management was not

willing to change to a “rule” and accept pay liability, it did reaffirm its position that “low

person concept” strongly implies that under normal conditions the employee lowest in

hours should be the first to be offered the available overtime. This is possible because

within a properly functioning QNMS Team employees are rotating on all of the jobs

within the team. Therefore, if Management does not offer overtime to the employee

lowest in hours in the group, it is incumbent upon Management to justify its rationale to

the impacted employee and/or the appropriate Union representative. Acceptable

justification could include such things as, the employee has not yet demonstrated

proficiency on the job available, the employee has opted out of rotation, the work in

question is new to the group and the employee has not yet achieved proficiency, or due to

factors outlined in the Medical Related Services Section, Paragraph (11) of the Local

Agreement.

Both parties are in agreement that it is in the interest of all concerned for all QNMS

Teams to function at the optimum level possible and thus render the question of

“Concept” versus “Rule” as moot.

OVERTIME INTERPRETATIONS AND DEMAND ANSWERS

/////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////

Nexteer Automotive

Notice of Plan A Overtime

Week Dates_________________________________ Saturday

Date____________

Full____________ Partial_____________

All Employees in Dept. Employees will be notified on

individual basis.

Plant__________ Department__________ Shift__________

Management will advise employees involved if any changes are required in this

posting.

Management:

________________________________________________

Date:___________________________ Time: _______________

/////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////

Notices of department weekend scheduled overtime will be posted in the team area and at

another convenient location within the department.

(2) EQUALIZATION OF OVERTIME ACROSS SHIFT LINES (DISPARITY OF

HOURS)

Both the Union and Management agree it is desirable to maintain an acceptable balance

of overtime hours across shift lines. The parties discussed the Union’s proposition that a

maximum spread of one hundred (100) hours be maintained across shift lines. It was

concluded that while such a spread is generally maintainable, it would, from time to time,

create a requirement to assign overtime ineffectively. On that basis, Management will

attempt to minimize the spread of hours between shifts engaged in similar work taking

into consideration the performance of the respective shift group relative to quality and

efficiency of operations. In determining the extent of the disparity of hours across shift

lines, several factors must be considered to gain a more accurate perspective of total

hours of “disparity” that actually exist. The computation of any imbalance should take

into consideration the following:

1) Hours that have been charged to employees while working outside of their

department and equalization group.

2) Hours charged employees for refusal of overtime. (“red hours”)

3) Hours that are accumulated on shifts for excessive absentee coverage. (i.e. extended

sick leaves, personal leaves, disciplinary leaves, etc.)

Another factor to be considered would be any large imbalance in the total number of

employees that are engaged in similar work between each of the shifts in question.

Where undesirable balance of hours persists, such issues will first be addressed by the

plant Quality Council. If the issue is not resolved there, it will be referred to and resolved

by the local Joint Activities Committee. The scope of the review will cover how the

imbalance evolved and the factors listed above.

(3) EQUITABLE SHARING OF OVERTIME - WITHIN GROUPS

The parties discussed instances where the spread of hours in certain equalization groups

has become greater than that found in the vast majority of equalization groups at this site.

The parties also reviewed some of the conditions which resulted in this undesirable

spread of hours, and suggestions for correcting these conditions were discussed. It was

noted that the spread of hours in some groups had been markedly reduced after the Union

brought the matter to the attention of Labor Relations.

Management stated that it was interested in a fair and equitable distribution of overtime

hours within the framework of the provisions of Paragraph (71) of the National

Agreement. Continuing effort will be made by Management to minimize the spread of

overtime hours within each group by a frequent review of the equalization of hours

records.

(4) TRANSFER FOR EQUALIZATION

It is not Management’s policy to transfer employees for the single purpose of achieving

more balanced hours in equalization groups. Any problem arising in this area will be

handled on its merits.

(5) OVERTIME - POWERHOUSE (PH2J)

Due to the requirements of full-time manpower coverage and other unique situations that

are inherent to the efficient operation of our Powerhouse facilities, the parties agree that

the established methods of equalization of overtime for employees classified PH2J will

remain unchanged for the duration of this agreement. Any modification of these

currently established methods must be approved by mutual agreement between the Shop

Committee and the site Staff Labor Relations.

(6) SCHEDULING OVERTIME – TEAM LEADERS

Management will assign team leaders for overtime based on the requirements of the job

assignments they normally and regularly perform within the team. Consistent with this, it

is not the intention of Management to schedule team leaders for overtime work in a

manner which would deprive the regular operator of work opportunities in violation of

Paragraph (71) of the National Agreement.

(7) AUGMENTATION OF GROUPS

The parties concur that pursuant to Paragraph (71) of the National Agreement overtime

opportunities are to be equalized amongst employees within recognized equalization

groups. Where it is necessary to augment a particular group, beyond steps 1 and 2 below,

the Quality Network Manufacturing Department will determine the most appropriate

means to schedule employees from outside the primary equalization group. In arriving at

this determination, each Quality Network Manufacturing Department will base its

decision on personnel and other factors critical to meeting customer requirements.

Under normal operating conditions, Management recognizes that if a group has to be

augmented during overtime operations the following order of preference should be

utilized for augmentation:

1) Employees assigned to the same department on the same shift.

2) Employees assigned to the same department on the abutting shift or shifts.

3) The methods that have been designated by the QNMS team in the team augmentation

plan.

This order should be utilized providing there are employees who are capable of doing the

work and it would not cause a disruption in operations. The augmentation provisions

shall not provide the basis for any claim for liability.

LOCAL WAGE AGREEMENT

(1) LOCAL WAGE AGREEMENT

This Agreement is entered into the, between Nexteer Automotive and Local 699, UAW,

in accordance with Paragraph (100) of the 2003 National Agreement between Delphi

Corporation and the United Auto Workers.

It is mutually agreed that the following wage scale by job classification, and

accompanying wage payment rules, constitutes the Local Wage Agreement at this

location and all former local rules applicable to wages are null and void.

I. GENERAL PROVISIONS

A. Hiring Rates

1. Employees will be hired into non-skilled classifications in

accordance with the provisions of the June 29th,

2010 M.O.U.

Wages and Benefits.

2. Employees hired into skilled trades classifications will be hired in

accordance with the provisions of the June 29th,

2010 M.O.U.

Wages and Benefits.

B. Pay Periods

1. Pay periods begin Monday of each week.

C. Employees Assigned to More Than One Job

1. When an employee, as a usual practice, is assigned to two (2) or

more jobs on which there is a difference in the hourly rate, the

employee shall receive the higher rate provided such assignment is

for four (4) or more hours per week. The rate change will become

effective the Monday following such assignment.

D. Employees Temporarily Assigned a Higher-Rated Job

1. When an employee is temporarily assigned a higher-rated job, the

employee shall receive the higher rate for each day that the employee

performs such work, provided the employee performs those aspects of

the job that have been determined to qualify that job for a higher pay

rate.

2. Management reassures the Union that it is not the intent to

indiscriminately move different employees to a higher-rated job when

covering for an absent employee to avoid paying the higher rate.

II. INVENTORY

During the annual inventory period, employees involved in the inventory process

will continue to be classified and paid in the classification rate held during the

week prior to the inventory period except:

A. Employees performing inventory work involving hand counting, sorting or

identifying of material, will be paid at not less than the QA – QNMS-

Assembly rate of the Local Wage Agreement.

B. Employees operating scales, identifying part numbers, operation

verification, or process identification, will be paid not less than the SQ –

Operations Support-Quality Assurance rate of the Local Wage Agreement.

C. Employees assigned to machine cleaning or “clean up” duties will be paid

not less than the CS – Operations Support - Custodial rate of the Local

Wage Agreement.

It is understood by the parties that employees thus classified and paid in higher

paid classifications do not establish time in the classification for promotion

purposes under Paragraph (63)(a).

III. TRANSFER OF SENIORITY EMPLOYEES

A. When a seniority employee is permanently transferred to a non-skilled

job with a different pay rate on the first day of the pay period

(Monday), the employee shall be rate changed to the rate of the new

job effective that same day. When a seniority employee is

permanently transferred to a non-skilled job with a different pay rate

during the week (after the employee’s Monday shift), the employee

shall be rate changed to the rate of the new job effective the date that

the employee is assigned to the new job.

B. Exception: If you are a seniority employee who has accepted a buy

down and are transferring to a non-skilled job with a different pay rate,

then you will not be eligible for any wage rate changes with the

exception of coordinator positions and apprenticeships.

IV. CLASSIFICATIONS AND WAGES

PRODUCTION EMPLOYEES

Prod I Legacy

Prod I Supple

Prod II

Prod II

N/H

C BUCKET

CD01 $

15.93 $

15.93 $

15.00 $

12.50

CS01 $

15.43 $

15.43 $

14.50 $

12.00

MS01 $

15.43 $

15.43 $

14.50 $

12.00

B BUCKET

CA01 $

18.05 $

16.78 $

15.00 $

12.50

CE01 $

18.05 $

16.78 $

15.00 $

12.50

CM01 $

18.05 $

16.78 $

15.00 $

12.50

CA01 $

18.05 $

16.78 $

15.00 $

12.50

CQ01 $

18.05 $

16.78 $

15.00 $

12.50

EO01 $

17.55 $

16.28 $

14.50 $

12.00

QA01 $

17.55 $

16.28 $

14.50 $

12.00

QM01 $

17.55 $

16.28 $

14.50 $

12.00

SQ01 $

17.55 $

16.28 $

14.50 $

12.00

TO01 $

17.55 $

16.28 $

14.50 $

12.00

A BUCKET

PM01 $

19.68 $

17.26 $

17.26 $

17.26

OSA1 $

19.68 $

17.26 $

17.26 $

17.26

CSA1 $

19.68 $

17.26 $

17.26 $

17.26

CPA1 $

20.18 $

17.76 $

17.76 $

17.76

GE01 $

19.68 $

17.26 $

17.26 $

17.26

D BUCKET

ME22 $

20.75 $

20.75 $

20.75 $

20.75

MM01 $

20.75 $

20.75 $

20.75 $

20.75

CPD1 $

21.25 $

21.25 $

21.25 $

21.25

RM09 $

20.75 $

20.75 $

20.75 $

20.75

SKILLED TRADES

SKILLED I SKILLED II

EE4J $

29.00 $

24.00

EE4S $

29.00 $

24.00

EE8J (Maintenance Leader)

$ 29.50

$ 24.50

EP4J $

29.00 $

24.00

GM2J $

29.00 $

24.00

MA8J (Maintenance Leader)

$ 29.50

$ 24.50

MR4J $

29.00 $

24.00

MR4S $

29.00 $

24.00

PH2J $

29.00 $

24.00

TD6J $

29.00 $

24.00

TD6L $

29.00 $

24.00

TD9J (Tool & Die Leader)

$ 29.50

$ 24.50

WD4J $

29.00 $

24.00

WD8J (Maintenance Leader)

$ 29.50

$ 24.50

WD4S $

29.00 $

24.00

APPRENTICE

APPRENTICE LEVEL 1

$ 20.00

APPRENTICE LEVEL 2

$ 20.50

APPRENTICE LEVEL 3

$ 21.00

APPRENTICE LEVEL 4

$ 21.50

APPRENTICE LEVEL 5

$ 22.00

APPRENTICE LEVEL 6

$ 22.50

APPRENTICE LEVEL 7

$ 23.00

APPRENTICE LEVEL 8

$ 23.50

PAY SYSTEMS AND PROCEDURES

(1) SPECIAL THIRD SHIFT AGREEMENT

This Agreement entered into this 13th day of October, 1964, between the Saginaw Site,

Buena Vista Township, Michigan, and Local 699, UAW.

In order that "C" shift (third shift) employees may be scheduled to START their

regular working week on Sunday night instead of Monday and end their regular

working week on Friday instead of Saturday, the parties hereto agree that in the

application of the Working Hours Section and the Holiday Pay Section of the

October 5, 1964, National Agreement, the "C" shift which begins on or before

Sunday midnight shall be considered as though it began on Monday and each

work day of the "C" shift shall be considered as though it began on the calendar

day following the calendar day on which it actually began.

If either party desires to cancel, modify or change this Agreement, at least sixty

(60) days prior to the date when it proposes that such cancellation, change or

modification become effective, notice in writing of the proposed cancellation,

change, or modification is required. The other party, within ten (10) days after

receipt of said notice, shall either accept or reject the proposal or request a

conference to negotiate the proposal.

RATIFICATION

This Agreement is subject to ratification by Local Union 699 and will become effective

as of the date of Notice of Ratification to Local Management. *

(* Effective June 2nd

, 2008)

(2) INVENTORY

Employees are normally selected to work on inventory, based on their knowledge and

special abilities that pertain to their work areas. At times, inventory crews cover a number

of departments. It is a normal practice to use most employees classified as Operations

Support – Quality Assurance on pre-inventory and the inventory itself. Management will,

therefore, continue to select those employees whose knowledge and abilities most qualify

them for the work areas involved.

The following is Management's reply to a problem concerning inventory brought up by

the Shop Committee.

We recognize that the assignment of employees to jobs where special skills are

not required can be a problem, and there are certain situations concerning job

assignments that may need attention prior to inventory. We feel that inventory

language in the Local Agreement covers the subject quite well and that a change

in language will not resolve this issue for the Union.

It would be more practical for Management and the Union to have the inventory

schedule reviewed with the Shop Committeepersons as far in advance as possible

prior to inventory. Any problems that arise should be resolved with the Plant

Superintendent and if not, may be raised with the Manager of Labor Relations.

(3) PAY FOR TIME NOT WORKED

Each and every employee has specified shift hours and is paid on the basis of the number

of hours actually worked. No employee should begin work prior to, or continue to work

subsequent to, the scheduled shift hours unless authorized to do so by Management and

compensated appropriately.

The above will be addressed to all employees through a bulletin board notice.

(4) PAY PROCEDURE

*Reference M.O.U. Paycheck Distribution

** Reference M.O.U. Electronic Funds Transfer

(5) PAYCHECK STUB INFORMATION

Year-to-date totals of deductions for Credit Union will be shown on the employee’s pay

stub. In addition, the employee's job code will be shown on the pay stub.

(6) PAYMENT OF BEREAVEMENT PAY

It is Management's policy to pay employees for Bereavement Pay in the following week's

paycheck, provided such application forms are filed with the plant group leader no later

than 9:00 p.m. on Monday of the week following the days of absence. The form may be

copied so that the employee may retain a receipt. The handling of the application form

without undue delay will assist in implementing Management's policy.

(7) PAY SHORTAGES

In accordance with Document 126 procedures of the 1996 National Agreement to correct

pay shortages, pay shortages due to Management error, of four (4) pay hours or more will

be handled in the following manner:

Upon employee’s request, Management will notify the Payroll Department of the

shortage.

Payroll will prepare a check with the employee’s normal tax deductions.

The check will be available to the employee at the plant by the end of the next work

day (excluding weekends and holidays).

(8) OVERPAYMENT

Employees who are aware that they are in receipt of an overpayment are expected to

notify their group leader promptly. With regard to the recovery of overpayments, the

Plant Labor Representative will process financial hardship requests to the Hourly Payroll

Department for consideration.

The Union has suggested that these type recoveries be limited to fifty dollars ($50) per

week in recognition of past cases where anything more would have left no net pay.

Management concurs that there will be cases where a fifty dollars ($50) weekly

deduction is appropriate.

(9) GRIEVANCE SETTLEMENT PAYMENTS

Grievance settlement payments involve procedure which occasionally may of necessity

be time consuming. However, Management personnel charged with this responsibility

will seek to avoid any unnecessary delays. It is our intent to pay such claims within two

(2) weeks from the date of the final decision. The hours and amount of the settlement will

be included on the pay stub.

(10) PAY - TRAINING CANCELLED

There are many circumstances which potentially could arise when off-site training classes

are cancelled on such short notice that it is impossible to notify employees of such

cancellation. Off-shift employees will encounter different circumstances than "A" shift

employees and, therefore, a hard-fast rule to apply to all possible circumstances is

impossible. It is Management's intent to ensure that employees are compensated for all

time spent on authorized company business. In that regard, Management will examine

the circumstances surrounding each such occurrence and based on those circumstances

where the conditions are clearly beyond the control of the employee, there will be no loss

of pay to which the employee(s) would otherwise be entitled. This does require that

employees so impacted, whose work shift runs concurrent with the off-site training,

report to work. Off-shift employees would be expected to report for work at the starting

time of their next regularly-scheduled shift.

(11) DIRECT DEPOSIT

In order to provide the convenience of immediate availability, added safety and

significant efficiencies the parties have agreed that upon ratification of the 2010

agreement, all payroll drafts will be electronically deposited into each employee’s

account at his/her designated financial institution on Friday of each week. Additionally,

all pay stubs will be mailed to the employee’s address of record. Employees who do not

provide the necessary information to implement the direct deposit process will have their

payroll draft mailed to their address of record. Reference M.O.U. Paycheck Distribution

(12) MULTIPLE PAY PERIOD DEDUCTION

Management has examined the use of more than one (1) pay period for payroll deduction

purchases and will provide employees with a deduction alternative. Employees who

make payroll deductible purchases which are in excess of one hundred dollars ($100) can

elect to have weekly deductions made in the amount of one hundred dollars ($100) until

the purchase price is met. In most cases, this would result in the last week's deduction

being less than one hundred dollars ($100).

In order to facilitate this alternative, Management will provide a multiple week deduction

request form which employees must complete in a timely fashion to be eligible.

TIME, ATTENDANCE AND RECORDS

(1) NEXTEER AUTOMOTIVE--SAGINAW SITE ATTENDANCE

POLICYCODING FOR ABSENCES

Effective on the implementation date of this agreement, based on the newly negotiated No-Fault Attendance Program, it is the intent

of Delphi Saginaw Steering Systems--Saginaw Site Management Representatives to administer absenteeism codes as follows:

PRIOR APPROVAL OF TIME OFF FOR 4 OR MORE HOURS

CODING CODING CRITERIA

“VR” or “VX” For Restricted Vacation Time

“VP” or “VN” For Regular Vacation Time (Application Form

Required)

NOTES: The advisor’s prior approval for time off is contingent upon the following criteria:

a. An employee must use any type of vacation available.

b. The Group leader and the team must maintain efficient operations

and meet customer demands.

c. No “VP” of “VN” codes will be granted without prior approval. IF EMPLOYEE IS ABSENT FROM WORK FOR

4 OR MORE HOURS WITHOUT PRIOR APPROVAL (It is necessary for employees to report tardiness or absence)

CODING CODING CRITERIA

“VR” or “VX” For Restricted Vacation

“U” Employee has no Restricted Vacation available.

IF EMPLOYEE IS ABSENT FROM WORK FOR LESS THAN 4 HOURS

CODING CODING CRITERIA

“2” Employee late for work

“3” Employee left work early

“X” Advisor authorizes employee to report late for work OR

Advisor authorizes employee to leave plant early, when

customer demands have been met.

“E”- (no points for this code) Employee has been approved to attend a funeral and has

provided appropriate documentation. This code may be

used for a death in the employees family (not covered

under Par. 218(b) NA) provided 48 hour advance

notice is given and advisor had approved time off.

FAMILY MEDICAL LEAVE CODING ($) WILL ONLY BE GIVEN BY AN ADVISOR

WHEN PROPER FORMS HAVE BEEN FILLED OUT (See Labor Relations) AND THEN

RECEIVED AND AUTHORIZED BY LABOR RELATIONS.

As agreed upon October 3, 1996

Amended September 6, 2003

(2) ABSENT AND LATE REPORTS

Employees who will be late or absent from work can call 1-866-323-3371.

(3) TOWERLINE ROAD RAILROAD CROSSING

Management has requested the cooperation of the railroad in trying to avoid, as far as

practicable, blocking the Towerline Road crossing during shift change and lunch time

hours.

(4) TARDINESS - TRAIN BLOCKING CROSSING

During the discussion of this demand, the Union stated that most employees desire to

maintain a good attendance record and feel they are being unfairly penalized when a late

notation is recorded on their record when they are held up by a train blocking the crossing

in the vicinity of the plant. Management noted to the Union that employees have the

responsibility to be to work on time and to plan on the normal-type delays resulting from

tire trouble, traffic tie-ups, etc.

In recognition of the above, Management has developed an attendance code which

indicates instances of tardiness resulting from a train blocking the crossing in the vicinity

of the plant for more than eight (8) minutes while the employee is on the way to work.

Management will not consider such entries on the employee's record when considering

potential promotions. In addition, Management will contact the railroad through its

traffic manager when employees are held up by relating the problem to the railroads and

ask their cooperation in eliminating the problem.

(5) SEVERE WEATHER

The welfare of Saginaw Site employees has always been a major factor when considering

decisions regarding site operations during periods of severe weather in determining

whether Saginaw site shall attempt to operate during such conditions.

Considerations are also given to the severity of the conditions, actions of other employers

in the Saginaw area, and the advice of state and local authorities.

Based upon the known conditions as described above, an employee who is absent or fails

to be at work on time after making every reasonable attempt and the employee has

notified the plant of weather related reasons, the absence or late will be coded excused.

(6) VACATION WEEKENDS

The parties have agreed that when an employee has been approved for a vacation on a

Monday or a Friday that the employee will not be scheduled to work the weekend that is

attached to that approved vacation day. Additionally, the employee that has an approved

vacation scheduled for a Monday or a Friday will not be called at home for any overtime

which comes available during the attached weekend unless employee has notified group

leader they are available to work.

Nexteer

Memorandum of Understanding

Attendance Program

The UAW and Management mutually agree the problem of absenteeism must be

addressed in a cooperative and constructive manner. Both parties recognize that absences

adversely impact quality, cost and efficiency and in so doing create a threat to the job

security of all employees.

The parties also recognize that sometimes absenteeism is the result of personal or

unforeseen and immediate problems in an employee’s life. It is also understood that such

problems must be addressed in a reasonable and responsible manner.

Based on the foregoing, both Local Parties have agreed to adopt the following No-Fault

Attendance Program subject to the approval of the National Parties. This No-Fault

Attendance Agreement is intended to encourage regular attendance through corrective

discussion, formal corrective notices and the availability of the E.A.P. (Employee

Assistance Program), while at the same time expecting employees to accept responsibility

for their own attendance behavior.

Employees who will be late or absent from work must call 1-866-323-3371 prior

to 1 hour before start of the shift. Failure to do so will be subject to progressive

discipline under SR# 26.

This policy shall apply to all employees who have acquired seniority pursuant to

Paragraph 57 of the National Agreement.

Employees- newly hired employees shall be covered under the provisions of this

policy once a 90 calendar day probationary period has been completed.

Physician’s notes/excuses will not have an impact on the administration of this

procedure.

No-Fault Attendance Policy

Tardy (less than 4 hours) = 1 point

Tardy (more than 4 hours) = 3 point

Absent = 3 points

Each additional day absent = 1 additional point per day

Sick Leave of Absence = 1 point per occurrence

1-17 points: Employees will receive notices weekly as points are accrued (Work

Family Services offered at 12-17 points)

18 points: Discharge

In the administration of the attendance program the parties acknowledge the need to be

accurate in assessing points. In order to promptly correct points assessed in error the

parties agree that employees receiving any points will be notified within 48 hours after

notices have been generated. This notification will serve to audit points assessed and

reinforce the importance of attendance to the employees. The employee signature on the

notification indicates only the receipt of the points notice.

Once an employee has accumulated points they will remain on the employee’s record for

a period of 12 months from the date of the absence. The notices as described above are

solely for the purpose of informing an employee of where they stand in their point total.

It will be the responsibility of the employee to be aware of their own point total.

Furthermore, it is recognized that absences as described in the UAW – Delphi National

Agreement will not be counted against an employee for purposes of this agreement.

The following are the absences that are exempt from this program:

Appointive Public Office (110a,

110b)

Apprenticeship (113a)

Compensable cases (108)

Conditions governing (111)

Educational (113)

Elective Public Offices (110-

110b)

Formal (104-105)

Informal (103)

Military (112)

Military-spouse (112a)

Peace Corps 105a)

Personal (103-105a)

Return before expiration

(111(a))

Union Activity (109-109a)

Vacations VR (vacation

restricted, sick and personal) &

VP(vacation paid) ATO, HD

Jury Duty (218)

Bereavement (218b)

FMLA (Family Medical Leave

Act)

Training (at the training

center)

Tower line road (railroad

crossing) (3) of the Local

Agreement page 119

Tardiness- Train Blocking

Crossing (4) of the Local

Agreement page 119

Severe Weather (6) of the

Local Agreement page 120

Disciplinary Layoff or

Suspension

** For absences not covered by NA listed above such as funeral of relative not covered

by bereavement or for court subpoenas, the employee must provide documentation within

two weeks of absence or the absence will remain unexcused and accrue points.

***Absences required to be protected by law will be considered exempt.

Restricted Vacation (VR Days)

Per this agreement, employees will be permitted to use their 40 hours of Restricted

Vacation without prior approval except for days immediately preceding or following a

holiday. Employees must use their VR in blocks from no less than four (4) hours to up to

their entire allowance of forty (40) hours for the first forty (40) hours of unapproved

absence in a calendar year. Employees will have the option to use Restricted Vacation

hours to excuse them from this procedure no more than five (5) times in one calendar

year. It is understood that the four (4) hour minimum can create situations in which

employees will be assessed points toward this policy while still maintaining a Restricted

Vacation Balance.

It is further understood that issues related to abuse of this provision in the form of

concerted activity involving multiple employees missing the same day and causes major

production disruptions will be brought to the attention of the Bargaining Chairperson and

the Manager of Industrial Relations and will be dealt with appropriately.

Process

The administration of this procedure will be handled by a designated member of

Management other than the employee’s group leader and notices as described in this

procedure will be delivered and explained by a designated Management Representative.

Following the delivery of the notice to the employee, the Union will be given a copy of

the employee’s notice within 48 hours.

The Parties recognize that from time to time extraordinary or catastrophic situations may

occur that may cause the implementation of this MOU to an isolated situation to be

inappropriate. When those rare situations are raised they will be appropriately resolved

between the parties.

The provisions of this MOU cannot become the subject of a grievance except:

a. If the time limits and point assessment are not followed.

b. If the situations contemplated above dealing with extraordinary or catastrophic

situations are not resolved and corrective action is assessed.

Attendance Incentives

For every six (6) months that an employee achieves perfect attendance they can choose

between:

(1/2) day additional paid vacation day or 4 hours pay

Note: Initial six (6) month period begins 9/1/08

Perfect attendance is defined as not having a “U”, “2”, “3” or “S” codes on an

employee’s record.

“U” Code = Unexcused Absence

“2” Code = Employee late for work

“3” Code = Employee left work

“S” Code = Employee on sick leave

Providing these choices will reward employees for attendance performance.

VACATION

(1) VACATION TIME OFF PROCEDURE

A. The National Agreement in Paragraph (202) establishes the guidelines for

employees to apply for and be granted vacation time off.

Under the provisions of that paragraph, employees of, Saginaw Site, may apply

for vacation time off during the month of February of each year. Written

application may be made using Management’s provided form, on which the

employee may indicate first, second, and third choices. The current “white” copy

will be given to the employee to serve as a receipt copy for the time applied for.

The “pink” copy will be returned to the employee by March 31st of each year

with the disposition of the written requested time off. Should the employee not be

notified by March 31st the requested first choice of day or days as applied for will

be considered granted unless changed or cancelled by mutual consent of

Management and the employee. It is understood by the parties that the time

period applied for and granted in this situation will not exceed the vacation time

off entitled an employee in Paragraph (202) of the National Agreement.

Further, relative to vacation requests for time off (periods that fall outside the

scope of the vacation application period), Management agrees to respond to each

request with a written disposition in a timely manner. Individual concerns

relative to the intent of this agreement or Management’s failure to comply with

same, should be brought to the attention of the Plant Labor Relations Department.

B. In recognition of the Union’s concern, Management concurs that vacation time off

requests during the contractually-defined vacation application period be limited to

the three (3) choices provided for on Saginaw Site form. Furthermore, a valid

choice is defined as a specific date or specific consecutive dates. This process

may be repeated until employees have an opportunity to exhaust all of their

contractually- granted vacation time off.

(2) DEER HUNTING

In an effort to promote stability of our operations through cost effectiveness and pre-

planning, employees that are requesting time off for Deer Hunting will be required to

apply during the vacation application period identified in the National Agreement using

their VP or VR days. Vacation requests for contractual time off during the deer hunting

season not submitted during the vacation application period identified in the National

Agreement will be reviewed on an individual basis according to team plan provisions

where they exist or by the advisor and time granted accordingly. Only employees with

approved applications will be given excused time off for Deer Hunting.

SKILLED TRADES

(1) PROMOTION - SKILLED TO HIGHER-RATED

SKILLED CLASSIFICATIONS

This MEMORANDUM OF UNDERSTANDING dated January 14, 1966, between the,

Saginaw Site, and the Shop Committee of the Saginaw Site, Local No. 699, and UAW-

AFL-CIO;

It is mutually agreed that in applying Paragraphs (152) and (153) of the National

Agreement, journeymen/women will be permitted to file application under

Paragraph (152) for openings in other skilled trades classifications together with

employees working in other than skilled trades classifications.

It is understood that this local agreement will not require the removal from any

one skilled trades classification of more than twenty-five (25) percent of the

journeymen/women in that classification during a one (1) year period.

Further, Management will not select, under the provisions of Paragraphs (152)

and (153), more than one (1) applicant already working in skilled trades for every

four (4) applicants selected providing there are applications on file from qualified

production employees.

This agreement will not nullify the rights of Management under any section of the

National Agreement.

If either party desires to cancel, modify or change this agreement, it shall at least

sixty (60) days prior to the date when it proposes that such cancellation, change or

modification becomes effective, give notice in writing of the proposed

cancellation, change or modification. The other party, within ten (10) days after

receipt of said notice, shall either accept or reject the proposal or request a

conference to negotiate the proposal.

(2) PROOF OF JOURNEYMEN/WOMEN STATUS

During discussion of this demand, the Union stated its concern was the qualifications of

employees newly hired as journeymen/women skilled trades.

Prospective employees, who present themselves at this site's Employment Office for

skilled trades hire as journeymen/women, must satisfy the requirements of Paragraph

(178) of the National Agreement.

The above is a statement of company policy at the present time.

(3) APPRENTICES - PLANT, SHIFT CHANGE

When a shift or plant change is contemplated for an apprentice that deviates from the

predetermined schedule, this will be reviewed by the Local Apprentice Committee.

(4) APPRENTICES - EVALUATIONS

Evaluations are discussed with apprentices each six (6) months prior to rotation. This is

done for either an apprentice's satisfactory or unsatisfactory progress discussion. When

an apprentice advisor intends to discuss an unsatisfactory progress report with an

apprentice, the advisor will notify the Joint Apprentice Committee in a timely manner

prior to discussing the evaluation with the apprentice.

(5) APPRENTICE COMMITTEE

Management recognizes that in order to have a smooth functioning apprentice committee,

both parties must fully understand new techniques and procedures that pertain to the shop

and related training of the apprentices in this division. Management will invite the

Union's representative to accompany Management's representative when attending

meetings regarding related training at local educational institutions. The Union

representative will be paid for time spent attending such meetings providing the meeting

is held during the hours of the representative's scheduled shift.

(6) STATEMENT OF POLICY RE: SKILLED TRADES ASSIGNMENT

It is the intention of Management that work assignments of skilled trades employees be

made upon the basis of the recognized skilled trades classification. Such work assignment

should be made as defined in the 2008 Skilled Trades Reorganization Memorandum of

Understanding. It is to be noted that certain items of work have been recognized by the

parties in Paragraph (182) (a) statements as being within the scope of certain skilled

trades classifications.

However, the parties agree that skilled trades employees assigned as indicated above may

on occasion perform the work of other skilled trades classifications (i.e. the right to

access and perform incidental work) when it is required for and related to the completion

of the job.

Periodic reviews of work assignments will be made to assure that the above policy is

being carried out. Specific problems in this area should be brought to the attention of the

Labor Relations Department. If specific problems in this area continue to exist after

review by the Labor Relations Department, the Director of Personnel will become

involved in the discussions.

(7) LINES OF DEMARCATION

In compliance with Document No. 112 of the National Agreement, the parties have

jointly developed the Memorandum of Understanding, Skilled Trades Lines of

Demarcation, Saginaw Site and UAW Local Union 699. Management does acknowledge

that skilled trades job assignments will be made according to the guidelines set for in this

document and in compliance with Paragraph (182) of the National Agreement as well as

the 2008 Skilled Trades Reorganization Memorandum of Understanding.

(8) AIR-CONDITIONING & REFRIGERATION CONTROL &

MAINTENANCE

The work of employees in the Electrician classification includes the maintenance of

refrigeration units associated with liquid chillers and other equipment including motors,

pumps, compressors, evaporators, heat exchangers, valves, vessels, controls, sensing

devices, fans, diffusers, filters, grills, economizers, strainers, registers, etc., at or on air-

conditioning and refrigeration units. Employees working in this classification are

required by Environmental Protection Agency mandate (Federal Clean Air Act,

Appendix D to Subpart F, 40 CFR, and Part 82) to be certified as a Technician. In

accordance with such requirements, Employees so certified shall be allowed to perform

silver or soft soldering on vessels carrying refrigerant. On large jobs and new

installations a technician will work with a welder. It is agreed that heating is not included

in this classification.

(9) ROLL AROUND TOOL BOXES

Under current conditions, Management agrees to provide "roll around" toolboxes for

those new tradespersons, entering from the production floor, who desires that type.

(10) "CAPTIVE" TRADESPERSON

Management is committed to adhering to Appendix F and F-1 of the National Agreement

and will therefore conduct technical training on an as needed basis in order to maintain

maximum employment opportunities for our skilled trades employees.

Furthermore, it is Management's intent to neither deny shift preference nor violate

Paragraph (71) of the National Agreement on the basis of the "can do" language.

(11) OPTICAL COMPARATORS

The recalibration and re-certification to A.N.S.I. requirements will be done as it has in the

past. Maintenance and preventative maintenance of the optical comparators at the

Saginaw site will be done by the bargaining unit.

(12) ELECTRICIAN - LIGHT CREW

The repair of fluorescent type lighting fixtures falls within the scope of the classification

Electricians. When a "light crew" is working in a plant, an Electrician will be designated

from those Electricians working for the crew to call upon should a repair be necessary.

(13) SKILLED TRADES MOVEMENT

If there is an opening in a Skilled Trades Classification, should the highest applicant be

transferred from another plant, the valid applications for transfer from the other plant will

be reviewed and the highest seniority applicant (in that classification) will be offered to

backfill the opening created in the transferring satellite plant. If there are no valid

applications at that time, or if the applicants refuse the offer of transfer, the lowest

seniority maintenance tradesperson in the Site Maintenance will be sent to the

transferring plant.

(14) MEMORANDUM OF UNDERSTANDING

MAINTENANCE SKILLED TRADES SUPPORT OF QUALITY

NETWORK MANUFACTURING

INTRODUCTION

The Quality Network Manufacturing System provides the organization with an

operational method designed to enhance the organization's ability to meet and exceed our

customers’ expectations. In order to realize the full potential of the Quality Network

Manufacturing System, the objectives of the skilled trades organization must be in line

with those of the manufacturing teams. In that regard, the skilled trades operating

guidelines which follow will become a part of the Quality Network Manufacturing

System Agreement and will provide the framework for integrating the trades into the

manufacturing team concept while ensuring their full participation through increased skill

utilization, a greater degree of ownership, and working in an atmosphere which promotes

creativity.

I. Customer Satisfaction

A. Quality Network Manufacturing teams are the customer for the skilled

trades organization.

B. Key elements to achieve customer satisfaction and measurement of skilled

trades impact:

1. Reduction in cost by maximizing equipment uptime measured by

percentage increase in uptime.

2. Drive planned maintenance and support operator planned maintenance

to improve compliance with customer schedule requirements measured

by increased percentage of time spent on planned maintenance.

3. Focus on continuous improvement measured by completion of planned

projects on time and at targeted cost. Utilize the Suggestion Program

and assist in the rapid implementation of suggestions measured by

response time between approval and implementation.

4. Quality improvement through a focus on maintaining and improving

process capability measured by the increasing number of capable

processes.

5. Support the objectives of the Quality Network Manufacturing System

teams and participate in their implementation measured by timely

deployment of composite support teams and continuous improvement.

6. Continuous participation in all accelerated Quality Network

workshops measured by timely implementation of initiatives and

continuous improvement levels.

II People

A. (The common vision of the local parties regarding the Quality Network

beliefs and values are spelled out in Section I. of the Quality Network

Manufacturing Memorandum of Understanding.)

III Commitments and Responsibilities

A. The primary responsibility of the skilled trades teams is to support the

Quality Network Manufacturing System teams. This support is provided

by the cooperation of skilled trades specialists working within composite

teams to utilize both the unique and shared skills inherent in each trade.

This supports customer satisfaction and personal growth, while providing

each team member with a meaningful day's work and job satisfaction.

1. Work assignments will be originated on the basis of the recognized

skilled trades classification which in the past has been assigned and in

compliance with the General Guidelines on Incidental Work contained

in the Memorandum of Understanding, Skilled Trades Lines of

Demarcation, Saginaw Site and UAW Local Union 699, (dated

1/15/98). The general guidelines are as follows:

Our skilled trades focus should be to complete the tasks we have in

support of the customer as quickly and efficiently as possible while

maintaining the integrity of the basic trades.

Incidental work is of minor detail and of short duration and expedites

the completion of the primary job/task. The performance of incidental

work necessitates that the trades person has the skill required to

complete the task safely. In cases of eminent need, upon completion

of the required task, the proper trade will be notified for completion

and follow up.

Tasks should be planned to be performed in the most expeditious and

cost effective manner possible while reducing the need for incidental

type work as much as practical.

The lack of trade classifications available at the time of job assignment

shall not be used to promote the extension of trades duties outside the

scope of the agreed upon lines of demarcation. The absence or lack of

the appropriate trade at the time of job assignment shall not be

construed as falling under the definition or scope of “incidental work”.

2. As the trades organization shifts to the team concept, it is understood

that they will work toward the full utilization of their inherent and

acquired skills. Upon the origination of composite trade crews, skill

utilization will be in accordance with the shop training they received

as supported by the UAW- Nexteer Apprentice Uniform Shop

Training Guidelines.

3. The initial focus of the composite teams will be as follows:

Planned Maintenance and Emergency Breakdown Teams

Continuous Improvement Teams (Project Type Work)

B. Management will provide ongoing core skills enhancement training. This

includes:

1. Continuance of planned maintenance implementation.

2. Jointly-developed on-site training to ensure retention of inherent and

acquired skills.

3. Continued focus on use of statistical tools and problem solving

techniques.

4. Enhancement of creative ability.

5. Emphasis on team building and related skills.

6. Understanding the Quality Network Manufacturing System and the

role of skilled trades in it.

C. The skilled trades organization will enhance its focus on supporting the

manufacturing teams. Therefore, it will be necessary to begin to

decentralize floor support and planned maintenance activities. This will

support the focus of the trades on the customer and the building of a

working partnership based on familiarity between the skilled trades, the

manufacturing teams, the equipment, and processes. This process will be

gradual and must be done in line with the organization of the Quality

Network Manufacturing System teams.

As the composite crews are formed, the skilled trades work teams within

the plant may devise a jointly developed rotation plan to ensure the

necessary familiarization of the trades with the equipment and facilities in

the respective plants. In addition, an overtime equalization plan will be

devised in each plant to accommodate the composite structure in

accordance with Paragraph (71) of the National Agreement, by

classification, by shift.

D. Management commitment to first phase and beyond involvement of the

appropriate skilled trades in new equipment purchase, process

modification, and with the introduction of new technology impacting

manufacturing processes.

E. The Union and Management will actively support the primary focus of the

skilled trades in support of the on-time delivery of world class automotive

components.

Management will provide the necessary equipment, tools and technically-

advanced processes to better utilize the skilled trades in support of planned

maintenance, process capability, and continuous improvement projects.

F. A commitment to implement a joint process to establish a competitive

analysis procedure which will be used across the site to determine whether

a particular project can be performed competitively in-house. Such a

process will require a formal communication network in each of the plants

to ensure the timely application of the competitive analysis.

Determination as to whether the work is performed in-house or let to a

mutually-determined contractor will be based on the competitive analysis.

The analysis will encompass all relevant variables including manpower

allocation and availability, delivery, facilities, cost, quality, etc., and all

decisions will be in accordance with Paragraph (183) of the National

Agreement.

G. To assist the Apprentice Committee at the plant level in implementing a

joint process for determining how apprentices are assigned and trained.

(15) SKILLED TRADES LEADER SELECTION PROCESS

(Site-Wide Selection)

Maintenance Team Leaders

In order to repopulate the Maintenance Team Leaders classification and solve the

overtime disparity that occurs between an Maintenance Team Leaders and their assigned

trade, the parties agree to the following:

Maintenance Team Leaders will become working team leaders. If necessary they will do

the work of their respective trade. Plants will have assigned a minimum:

A- Shift 1 Maintenance Team Leader per Value Stream

(2 per Plant excluding Plant 1)

B-Shift 1 Maintenance Team Leader

C-Shift Maintenance Team Leader as required

Plants with a larger Skilled Trades population can add as many team leaders as necessary.

Plants experiencing significant reduction in trade population will review the Maintenance

Team Leader staffing with the Site Labor Relations Manager and Shop Committee

Chairperson.

During the week, Maintenance Team Leaders will perform all team leader duties and be

charged overtime hours in their respective trade. On the weekend, if no team leaders will

be utilized, the Maintenance Team Leaders, provided they are low, will be offered

overtime in their respective trade.

TEAM LEADER SELECTION PROCEDURE

The selection process will be developed by a joint team. The process shall include

consideration for the following:

Attendance – 20 points

Infractions – 20 points

Seniority – 30 points

Interview – 30 points

The overall goal will be to select the most qualified in terms of trade experience,

interpersonal skills, organizational skills and leadership potential. Applicants selected

will be given a 90-day trial period. If, prior to 90 days, the applicant wishes to return to

their respective trade they will return to their original plant and shift.

In cases when it becomes necessary to review the performance of the team leaders either

by management or the union, a joint panel will be formed to resolve replacement/training

issues.

It is recognized that the population of the maintenance team leader classification will

require a significant amount of movement. In an effort to maintain the stability of

operations, only Skilled Trades employees within the plant will be eligible to apply for

the team leader position(s) within their assigned plant. These team leaders cannot shift

preference or be bumped for a period of six months. After such time, shift preferencing

will be performed within the plant first before going site-wide.

Once all the initial team leader positions have been filled, applications for team leader

openings will be accepted on a site wide basis. The receiving plant will be responsible

for backfilling the open position from the plant that the team leader was previously

assigned by reducing the lowest seniority skilled trades employee from the team leader’s

previous skilled trade classification.

These working team leaders will support the skilled trades team through items such as;

being visible on the production floor, performing equipment repairs when needed,

analyzing indirect material for effectiveness, assisting in allocating proper parts for

equipment, analyzing PM effectiveness, promoting 5S/housekeeping tactics, and

analyzing downtime reports for recommended improvements.

(16) INTEGRITY OF AGREEMENT

The parties recognize the desirability of maintaining the integrity of this

agreement. Therefore, it is understood that no agreement, understanding or

interpretation will be entered into which will supersede, conflict or modify any

provisions of this Agreement. Deviations from the above provisions can be made

by mutual agreement between the Shop Committee and the Site Manager of

Industrial Relations.

Skilled Trades Leader Roles and Responsibilities

1. Planning

a. Ensure completion of work order packages

b. Ensure accuracy of account charges

c. Verify parts are kitted

d. Ensure projects are completed on time as scheduled

e. Estimate trade hours

f. Use resources, other trades, engineering, past history

g. Spot check progress on planned jobs and provide feedback

h. Hold and organize meetings on specific projects

i. Coordinates workable backlog for schedule

2. Job Assignments

a. Assist Group leader when needed in relaying job assignments to trades

b. Help manage work flow and coordinate manpower

3. Support and Implement Planned Maintenance Activities

a. Schedule PP/M jobs within the week

b. Coordinates PP/M schedule, manpower, equipment availability

4. Screen All Work Orders

a. Assist when needed when ordering material – parts, supplies, equipment

b. Assist when needed to close previous weeks work orders

c. Assist when needed to ensure accuracy of account charges

5. Maintain Spare Parts

a. Maintain and improve storage for equipment and spare parts

b. Eliminate excess inventory – standardize parts

c. Order material

d. Request for shippers

6. Overtime

a. Survey employees for overtime

7. Training

a. Assist in identifying training needs

b. Provide technical support

c. Provide vendor support

d. Other trades

e. Lead the introduction of statistical tools within the trades

f. Assist in coordinating QN workshops in skilled trades areas

8. Communication

a. Keep skilled trades group leaders informed – job status, absenteeism

b. Expedite – getting down jobs up, assigning people, contact engineering

c. Communicate across shifts

d. Communicate with engineering

e. Update maintenance information centers

i. Equipment uptime

ii. PP/M capabilities

iii. Process capabilities

iv. Project schedules, etc.

f. Use computer to update records

i. Workable backlog

ii. Estimated hours

iii. Job Status

iv. Daily Schedules

v. Input and close out work orders

vi. Generate charts – MS Office – MS Project – MS Access

vii. Prepare performance metrics

SKILLED TRADES

The parties recognize that the current competitive climate requires a flexible, well-trained

and motivated skilled trade’s work force to support manufacturing at the Saginaw Site.

To this end the parties agree to the following trade classification combinations.

(A.) Skilled Trades Classifications

Electrician Refrigeration & Electrician

High Voltage Electrician Work assignments will not change

Machine Repair Pipe fitter & Machine Repair

Millwright/Welder Millwright & Tinsmith & Welder

Tool & Die Tool & Die will be divided into two groups Plant &

Prototype. Employees may not shift preference between

these two groups: however, Plant employees may transfer

between the Plants and Prototype assignments in

accordance with the Transfer Provisions of the Local

Seniority Agreement.

Garage Mechanic Work assignments will not change

Powerhouse Technician Work assignments will not change.

Skilled Trades Leaders Support classification assisting skilled trades at the site.

(B.) Transformation Process

Upon notice of ratification of the 2008 local agreement, those employees currently

classified “Pipe fitter” will be reclassified “Machine Repair E.I.T.S.” and also be paid the

current Machine Repair rate. Employees currently classified “Welder,” “Tinsmith,” will

be reclassified as a “Millwright/Welder E.I.T.S.” and also be paid at the current Welder

rate. Employees currently classified “Refrigeration” will be reclassified as “Electrician

E.I.T.S.” and be paid the current Electrician rate. Employees moved into their respective

E.I.T.S. classification will immediately have overtime equalization and bump rights as

spelled out in the Local Agreement.

(C.) Although classified as an “E.I.T.S.” during the transformation/training process,

current Journeyperson status (card) will be retained. Following the successful completion

of the trade combinations, (training plan to be submitted to the International for approval,

see attached Delta training plan.), in section (A.) the employees will be issued a new

Journeyperson card for their respective trade.

(D.) The local Joint Apprentice Committee will develop the necessary training programs

so that those employees classified with an “E.I.T.S.” can become Journeymen/women.

Such training may include the requirement to attend classes at Delta College or some

other agreed to location. In such an event employees attending such classes will be paid

their hourly rate while in attendance at school. Management further agrees to pay for

books and tuition for these classes. If a class is failed employees will still be required to

successfully complete the class but attendance will be on their own time and they must

pay their own tuition.

(E.) There are currently five (5) employees classified as “Pipe fitter Apprentice.” These

employees, upon completion of their apprenticeship, will be reclassified as “Machine

Repair” and the local Joint Apprentice Committee will schedule the necessary training to

transition them to the “Machine Repair” classification. There are currently two (2)

employees classified as “Electrician Apprentice”. These employees, upon completion of

their apprenticeship the local Joint Apprenticeship Committee will schedule the necessary

training to transition them to the newly defined “Electrician” classification.

(F.) Upon notice of ratification those employees currently classified “Air-Conditioning &

Refrigeration-Control & Maintenance” will be reclassified as “Electrician” and will retain

their current rate of pay which is the same rate as Electrician. Such employees will have

a training program developed by the Local Joint Apprentice Committee.

(G.) Upon notice of ratification the “Pipe fitter” classification, the “Air-Conditioning &

Refrigeration-Control & Maintenance” classification, the “Tinsmith” and “Welder”

classifications will become unpopulated and be considered as removed from the Local

Wage Agreement. At the point attrition or transfers eliminates all employees out of each

of that classification the classification will be considered to be depopulated and removed

from the Local Wage Agreement.

(H.) All skilled trades employees in the Powerhouse will be reclassified “Powerhouse

Technician” and will retain their current responsibilities and rate of pay.

(I.) Work associated with the repair of in-plant vehicles will be classified as an

“Industrial Service Technician” and their rate of pay will be determined by the “D”

bucket as defined in the Supplemental Agreement. Employees hired into this

classification or desiring to transfer to such classification must meet the criteria defined

in the Selection Criteria of this MOU. These employees will be hired as permanent

employees.

(J.) Repair and setup of gauges will become a part of the non-skilled trade’s workforce.

Such employees will be classified as, gauge repair, plate inspection and their rate of pay

will be determined by the “A” bucket as defined in the Supplemental Agreement.

Employees hired into this classification or desiring to transfer to such classification must

meet the criteria defined in the Selection Criteria of this MOU. The current Tool & Die

Makers performing Zeiss functions will remain. It is Management’s intent to hire the

current employees performing the work before the use of 63A and 63B process with

current employees. Employees hired into this classification will be permanent.

(K.) Management agrees to setup a Joint Committee to look at the Cutter Grind Tool -

Sharpening operation.

(L.) The parties recognize that trade combinations beyond those identified in section (A)

must strike a balance between proper training and experience and the desire for flexible

trade assignments as they pertain to equipment uptime. In response to those concerns and

working toward the elimination of contracted work at this site the following work

assignments outlined in the Memorandum of Understanding Skilled Trades Lines of

Demarcation will be shared by both the Millwright and Machine Repair classifications.

Inspection, and repair of v-belts, timing belts, flat belts, round belts, conveyor

belts, roller chain, timing chain, conveyor chain, silent chain, lifting, safety and hauling chain, wire rope and fittings, central ropes and chains. Chain and rope for cranes, winches, gantries, jib booms, stiff legs, derricks (except small tool), installation of cable, pulleys and counter weights on all material handling equipment.

The repair of silent chain conveyors, gear reducers, speed reducers, variable

speed clutches, variable speed transmissions, gear couplings, chain couplings,

mechanical brakes, clutches, sprockets, bearings, gears, springs, shafts, shims,

shock absorbers, drives and chain for assembly line and material handling

equipment. (material handling only)

Machine rearrangement

In regards to assigning the above trades work the following considerations shall apply:

Millwright or Machine Repair trades may be assigned this work in regards to

repairing and restoring equipment to operating condition.

New installations planned or project work as it pertains to the above equipment

will be considered Millwright work.

The appropriate training for these trade assignments will be provided as part of the

transformation process and added to the Shop Training Schedules for these trades.

Overtime hours for Machine Repair and Millwright/Welder will be equalized separate in

their respective plants. For the purposes of uptime work, either trade that is assigned to a

job during normal working hours and continuation of work is required, that trade will be

allowed to work that day on overtime to complete the job.

Entered into this 2nd day of June, 2008

UAW Local 699 Saginaw Steering

Bob Labonte Dereon Pruitt

UAW A.D.N. PROCESS

Management agrees to follow an A.D.N. process to insure competitive pricing as outlined

in the National Agreement. Small projects that are under ten thousand dollars ($10K) will

be assigned to UAW trades without going through the A.D.N. process excluding those

items that have been agreed to be “Non-Strategic Skilled Trades Work.” If persistent

cost overruns occur on these projects then this number will be adjusted down. As part of

this M.O.U. the Joint Parties agree to develop a streamlined A.D.N. process.

A.D.N. submissions should reflect:

Labor cost only

Total Project Hours

Timeline Requirements

Equipment needed

Material costs

For weekend and holiday work, Labor cost to include group leader if he/she is

working due to that project.

Scope of work will be submitted ideally 30 days prior to project start, but no less

than 2 weeks.

Equipment rental costs be included in the costing

Estimation process and possible training

Single point in-plant Management person to handle all A.D.N. requests

Maintenance General Group leaders

Request to include specific information (location of work, plant, dept. etc.)

ADN Process ($10,000 or OVER)

Subcontracted – GF

Write formal ADN &

submit to Chairman *all documents must be

retained in LR office

Plan

work

UAW

bid

Purchasing

quotes – Hours

and cost

Work sent

out

Work remain

in

Plt Team

Evaluates

- UAW

Bidder of job

- G.F. Maint.

- Labor Rep

- Plant S/C

Requestor submits

detailed* scope of

work

Project Records (UNDER $10,000

Requestor and Estimator

retain copy of scope of work

info – signed off on

agreement to perform work

Create record outlining

scope of work including

hours of work

Requestor creates

scope of work

HEALTH & SAFETY

(1) PROTECTIVE CLOTHING AND FOOTWEAR

Management will provide the following clothing available to the operators of these jobs

with the understanding that the employees will put these clothing items on and take them

off on their own time.

Plant 3 - Transfer Machines

Plastic Aprons

Galosh Type Shoe Covers

Plant 4 - Coating Tank – when engaged in charging and cleaning

Goggles

Face Shield

Rubber Apron

Plant 5 - Warm Form Presses

Coveralls

Plant 5 – Pickle House

Coveralls

Rubber Shield

Galosh Type Shoe Covers

Plant 5 – Coating Tanks – when engaged in charging and cleaning

Boots

Rubber Apron

Face Shield

Plant 6 – Phoscoat

Boots

Rubber Apron

Face Shield

(2) SAFETY CLOTHING

It is Management's policy to furnish special safety clothing where such is a requirement

of the job. In these situations, the employees will be permitted to put it on and take it off

on company time.

(3) PLASTIC APRONS

Management will maintain a supply of plastic shop aprons in each plant. Plastic aprons

will be issued in a manner consistent with need and to avoid their being used on jobs

where such use would create a safety hazard.

(4) SHOE SPATS

In settlement of this demand, Management agrees to provide plastic shoe spats where

needed.

During discussion of this demand, it was pointed out that short plastic spats do not protect

the operator's pant cuffs. Longer plastic spats that protect pant cuffs and shoes will be

available for use by employees on the basis of need.

(5) PROTECTIVE CLOTHING

It is Management's policy to continue to provide an adequate supply of protective

clothing. Individual complaints regarding sizes of protective clothing can best be handled

by promptly bringing it to Management's attention.

It is Management’s policy to furnish special safety clothing where such is a requirement

of the job. In these situations, the employees will be permitted to put it on and take it off

on company time.

(6) SAFETY SHOES

In accordance with the Memorandum of Understanding on Health and Safety between the

Corporation and the International Union, Management will provide safety shoes at no

cost to those employees whose regular assignment as determined by Management

requires such foot protection.

Under existing conditions in the plant, Management requires certain forge employees to

wear adequate safety boots and will provide them at no cost to these employees. If a

significant change in safety operation occurs which warrants a change in the requirements

of safety boots, it will be revised by the Safety Department and the Union prior to

discontinuance of Management of safety boots at company expense. Any dispute arising

there from may be taken up as a grievance.

Following is the procedure by which this policy will be implemented:

1. Safety boots with built-in metatarsal guards are required on the following

production operations and employees assigned to these on a regular basis

will be provided with proper safety boots. Employees who are temporarily

assigned to these operations will be provided metatarsal guards for

required use while so assigned.

EO Extrusion Operation – Set Up and Operate

PM Press Operator Major – Set Up and Operate

TD6J Warm Form Press, Dept. 95, Plant 5

2. Safety boots where required, will be replaced as needed following

issuance of company-paid boots. It will be the responsibility of the Safety

Department to determine the need for replacement. Worn boots must be

turned into the Safety Department at the time of replacement.

3. New employees regularly assigned to areas of jobs where safety boots are

required will purchase such boots from the in-plant Safety Shoe Store at

their own cost. Such an employee who acquires six (6) months of seniority

shall be reimbursed for the cost of safety boots, necessarily purchased by

the employee from the Safety Department during that period. Thereafter,

such employee will fall within the preview of Paragraph (1) above.

4. The Safety Department will maintain adequate records as to the name and

classification of the employee being issued safety boots, and the date of

issue. Excessive wear in relationship to the type of work being performed

will be investigated.

5. It is understood that, as with any company-provided equipment,

employees will be responsible for loss or deliberate damage and will be

charged accordingly.

(7) GALOSHES

Management will provide low-cut galoshes for use on the basis of need by employees

assigned to wet operations.

(8) SAFETY GLASSES

Prescription safety glasses with a standard frame are furnished at Management's expense

to all new hires. Prescription safety lenses are replaced at Management's expense when

they are broken in a plant accident or they become pitted or damaged due to the job or

when lenses at least one (1) year old must be changed because of a prescription change;

prescription is at employee's expense. Safety frames for prescription glasses are replaced

at Management's expense when damaged or broken in a plant accident. At the time lenses

are replaced as a result of a prescription change, Management will provide standard

safety frames at no expense to the employee. Nose ease pads will be furnished to

employees when needed. Replacements of frames and/or lenses are available at cost in

case of damage due to mishandling by the employee. A Safety Department

Representative will determine when Management will replace lenses pitted or damaged

due to the job.

Management has noted to the Union that when employees lose or misplace their safety

glasses they can obtain another pair at a designated location near the front of the Plant. In

the event that this policy is being abused, the issue will be discussed at the PJAC for

correction.

Management will continue to provide the proper eye protection for those employees who

are assigned to weld or assist a welder.

MIOSHA standards prohibit the wearing of dark tinted lenses in the plant EXCEPT

where called for by the nature of specific job responsibilities. The Safety Department

will continue to JOINTLY evaluate all employee requests for green lenses, based on job

assignment and classification. Green flip up lenses will be stocked in the Safety

Department.

Management will continue to provide a broad selection of prescription safety glass

frames from which employees may select. The policy of requiring a co-payment for

these frames will be waived. All other policies with regards to the Prescription Safety

Glass Program will remain unchanged.

(9) SAFE WORK ASSIGNMENTS

When conditions warrant assigning more than one (1) employee to a job in order to

complete it safely, assignments will be made accordingly and advisors will not assign an

employee to work in an unsafe manner.

(10) SMOKE AND FUMES

During discussion of this demand, Management has stated that while supervision has the

responsibility of making such decisions, it would be against Management's policy to

expose employees to hazard or to discomfort from smoke and fumes.

(11) CUTTING, BURNING OR WELDING - GALVANIZED STEEL

In the event that galvanized and/or stainless steel have to be used and immediate

mechanical ventilation which would properly handle the fumes from welding this steel is

not available, the appropriate respiratory protection will be made available to all

employees who may be exposed as per the recommendation of the Health and Safety

Department.

The practice of fabricating stacks by welding galvanized coated steel will be substantially

reduced. Black iron, plastic, stainless steel, or other suitable materials will be used

instead of galvanized steel. Management reserves the right to weld galvanized steel

where conditions require its use.

(12) ASBESTOS LABELING

The site is currently involved in an ongoing asbestos identification process. When

identification is complete, the affected areas will be appropriately labeled in a timely

manner.

(13) MACHINE AND EQUIPMENT GUARDS

The following Statement of Policy dated November 8, 1970, concerning placement of

safety guards on equipment will be re-emphasized to Supervision:

Management's policy concerning placement of safety guards on equipment will be

reviewed with all members of supervision. This policy states, "All safety guards

must be in place before operating a machine. Guards may be removed for repair

purposes only by authorized personnel." It is recognized that it is to the mutual

interest of both Management and employees to have any complaints regarding

alleged unsafe conditions brought to Management's attention promptly. Such

complaints will be investigated and any unsafe condition will be corrected.

The above is a statement of company policy at the present time.

(14) BARRIERS - EXCAVATION SITES

Management will provide temporary barriers at excavation sites with an appropriate

warning device to warn employees of a hazardous area. Management will also instruct

subcontractors to comply with the above statement.

(15) TEMPORARY BARRIERS

Management will provide temporary barriers to be installed whenever work is performed

overhead in areas populated by employees. The temporary barriers will be of an

appropriate design and will be identified by a warning device to warn employees of a

hazardous area. When the overhead work being performed creates a hazard to employees

below, the affected employees will either be removed from the area or adequately

shielded from the danger.

(16) NOISE ABATEMENT

New or changed gon tipper installations will be reviewed from a noise level standpoint

and, where necessary, urethane or other effective sound dampening material will be

installed.

Management will review their future programs in the area of noise control with the Local

Committee. The Local Committee will be encouraged to discuss noise level problems and

methods to resolve such problems. To facilitate such discussions, Management will

furnish upon request, copies of available noise level survey data to any member of the

Local Committee.

(17) NON-SKID MATERIAL FOR LADDER RUNGS

Management is currently investigating some non-skid materials for covering ladder

rungs. Under consideration are a 3-M conformable non-skid tape and perma-gile epoxy

paint. It is Management's intent to supply a non-skid material for ladder rungs where

needed.

(18) MAINTENANCE - FORK LIFT TRUCKS AND STACKER TRUCKS

TRAINING - FORK LIFT TRUCK OPERATORS AND STACKER

TRUCK OPERATORS

Fork lift trucks and stacker trucks will be maintained in a safe operating condition. All

lights, horns, brakes (both seat and foot), and back-up lights will be kept in proper

working order and all necessary repairs which are brought to Management's attention will

be checked and repaired as soon as practicable without undue delay.

In addition, Management will devise a method to train all regular fork lift truck operators

and stacker operators in the safe operation of fork lift trucks and stacker trucks.

Employees who operate fork lift trucks or stacker trucks as a minor part of their overall

job assignment will be given training commensurate with their limited use of such

equipment. Upon completion of the training program, only trained and authorized

operators shall be permitted to operate a fork lift truck or stacker truck, except in case of

emergency.

(19) TRAINING - MOBILE EQUIPMENT TRAINED AND

AUTHORIZED OPERATORS

The Joint Saginaw Site Safety Training staff has a new program, due later this year,

designed for industrial vehicle operators. This program will be tailored to fit the needs of

the Saginaw Site. The length of the program will depend on MIOSHA requirements and

the needs of this Division.

The Joint Safety Department will identify and implement training requirements for

employees who drive 3-wheel personnel carriers, and document and keep records of

same.

Each Plant Manager and Shop Committeeperson should address the training needs of fork

lift truck drivers and properly place employees in the training.

Supervision will follow the Joint Health and Safety Committee's procedure on Operating

Powered Industrial Vehicles.

(20) TRUCK DRIVERS - SHIFT CHANGE

Inside truck drivers, maintenance department employees, and contractors will be

instructed to avoid congested aisles immediately before and after shift change and at, and

immediately after, the start of the lunch periods, until such time as the aisles are

sufficiently clear to proceed safely.

However, there may be occasions that require temporary deviation. When these occasions

exist, operators of mobile equipment will be instructed to use alternate aisles away from

the main flow of pedestrian traffic, if possible. Furthermore, they will be instructed to

exercise extreme caution and to bring their vehicle to a complete stop until the aisle is

sufficiently clear to proceed safely.

This procedure will be reviewed with Management and mobile equipment operators.

Other employees will receive a Safety Talk on truck and pedestrian safety in the near

future.

(21) OPERATION - OVERHEAD CRANE

Management will use only properly trained employees to operate overhead cranes.

(22) INSPECTION - WIRE BINS, RACKS AND GONS

Management has an ongoing program for inspection and repair of all wire bins, racks and

gons. Advisors and drivers will routinely check for defective leg straps, pins, and/or

corner posts. Those bins, racks and gons found to be defective will be removed from

service until properly repaired.

Management will re-emphasize to advisors and drivers the importance of this procedure.

(23) SAFETY TALKS

A "Safety Talk" program has been developed by the Joint Safety Department and is

scheduled for implementation later this year. The Safety Talk concept is supported by

the National UAW-Delphi Contract. Each Group Leader shall take the time to talk to

each of their employees about safety at least monthly.

(24) OUTSIDE CONCRETE REPAIR

In the interest of safety, outside concrete will be kept in repair.

It is Management's policy to repair aisles (broken cement) in a timely manner. In those

instances where an unsafe condition results from the broken cement, the aisles will be

repaired promptly.

Management recognizes that clean aisle ways are important to everyone concerned. The

proper care of aisles in the plants requires some aisles to be scrubbed more often than

others. Furthermore, the plants have staggered lunch periods and shift changes.

Therefore, schedules for scrubbing of aisles will be established in each plant so as to

eliminate undesirable aisle conditions in aisles used by major portions of employees on

their way to lunch or at shift change. It is recognized that these schedules may have to be

altered from time to time as lunch periods and/or shift change times may vary.

(25) COOLING - PANEL BOXES

Electrical panels-during discussion of this demand, the Union pointed out that the

problem was twofold.

(1) Unauthorized employees were entering electrical panel and resetting

overloads; and

(2) During warm weather, electrical panels on certain machines were being

left open and thereby creating an unsafe condition.

In response to both of the items noted above, non-authorized individuals are not to enter

electrical control panels and control panels will not be permitted to be left open. Any

future problems regarding the above are to be immediately brought to the attention of

higher supervision.

(26) TORNADO PROCEDURE

The Saginaw Site’s top priority is the safety of its employees while at work. A part of

this priority is the readiness of employees to react appropriately in the event of a fire or

during unusually severe weather conditions. In that regard, Management will continue to

ensure that all employees are notified of emergency escape procedures and emergency

routes to approved exits. In addition, the required maps will continue to be visible and

posted throughout the facilities.

Regarding unusually severe weather, such as tornadoes, employees will continue to be

advised of the alarm warning signal, as well as protection procedures and other specific

instructions.

(27) ERGONOMICS - EMPLOYEE PHYSICAL CHARACTERISTICS

Ergonomics is the process of designing the work place for human use. Through

ergonomics, consideration is given to the physical characteristics of employees in line

with the performance requirements of their jobs. Employees are encouraged to discuss

any problems in this respect with their group leader and follow the ergonomics procedure

when a problem or condition exists.

(28) ASSEMBLY LINE LOCK MECHANISMS

It is the policy of Management to set the speed of the assembly lines so no employee will

be required to work beyond the reasonable capacities of a normal operator. Locking

mechanisms will be installed on the assembly line speed control units. Only authorized

members of supervision will have keys to the locking mechanisms.

The above is a statement of Management's policy at the present time.

(29) JOINT STATEMENT OF UNDERSTANDING

HEALTH & SAFETY

The Management of The Saginaw Site’s Saginaw Steering Systems recognizes its

obligation to provide a safe and healthy working environment for its employees. The

Leadership of Local 699 UAW has and will continue to cooperate in the Management’s

maintaining and improving a safe and healthy working environment. The parties agree to

use their best efforts jointly to achieve the following objectives:

Demonstrate top leadership commitment to health and safety.

Continuously review and monitor progress of the facility’s health and

safety process, including the efforts to change the safety culture.

Assure appropriate priorities are set and communicated for employee

health and safety.

Establish an understanding of how to work in a safe manner.

Demonstrate an attitude that will motivate employees to work in a safe

manner.

Provide employees with methods and processes that ensure a safe

environment.

Utilize proper ergonomic designs in all processes and equipment.

Provide employees with the procedures to perform tasks in a safe manner.

Conduct safety observation tours to support efforts to prevent injuries.

Identify and promptly correct unsafe conditions/practices.

Demonstrate the message, “I Care” through frequent safety contacts with

employees.

Recently the UAW-GM Center for Human Resources Health and Safety Center published

Leadership Guidelines to Health & Safety. The local parties endorse these guidelines and

commit to their full utilization for the well being of the entire Workforce.

RELIEF

(1) LOSS OF RELIEF TIME, EMPLOYEE-COMMITTEEPERSON

DISCUSSION

It is Management's policy to provide the agreed amount of relief time to employees.

However, it is noted that Mr. Louis G. Seaton's letter dated December 15, 1967, provided

for periods of relief before lunch and after lunch. Thus, if an employee's discussion with

their committeeperson is so protracted that there is no opportunity for them to get all of their relief time during the half of the shift in question, it is not appropriate to carry over

such unused relief time to the next half of a shift. An employee who is engaged in

conversation with their committeeperson, as the result of a committeeperson call, when their tag relief turn occurs should be instructed of that fact so that they can take their relief turn at that time if they desire. Employees who provide relief will be asked to

cooperate by contacting employees engaged in conversation with the committeeperson

under such circumstances and provide such notice. In the event the relief turn can be

deferred until later in that half of the shift, this should be done.

(2) CHANGES IN TYPE OF RELIEF

Mr. L. G. Seaton's letter of December 15, 1967, provides for a "tag" relief on certain

operations of the Corporation which meet criteria contained in that letter. Pursuant to Mr.

Seaton's letter of December 15, 1967, when "tag" relief is initiated or changed to a non-

tag relief operation, such changes will be reviewed with the committeeperson-at-large

and district committeeperson in a timely manner.

(3) RELIEF - USE OF CAFETERIA AND PICNIC TABLES

Employees who are required to work more than two (2) hours daily overtime will be

permitted to use the cafeteria as a part of their personal relief time during such overtime

hours.

Employees may use the picnic tables located outside their respective plant while on

personal relief. Additionally, Management will provide up to two (2) additional picnic

tables at each plant where usage dictates.

(4) EMERGENCY RELIEF

Employees on operations which are provided with forty-six (46) minutes of tag relief

normally make use of the water fountain during the forty-six (46) minutes of relief time

away from their jobs and it is intended that such relief periods normally cover employee's

personal needs. An employee may on occasion need a drink of water other than during

their regular relief period. Emergency relief is provided at these plants to take care of

such situations and, under this circumstance, the employee would be provided such extra

relief. Supervision will designate those employees who will provide such relief and the

employees will be told who they are.

During discussion of this demand, the Union has stated that Management has properly

implemented its Statement of Policy dated September 12, 1968, concerning emergency

relief, specifically, that portion stating "Supervision will designate those employees who

will provide such relief and the employees will be told who they are."

The continuing nature of Management's Statement of Policy will be called to the attention

of supervision and further noted that as a practical manner of operating (1) employees

will be told who the emergency relief persons are and, (2) emergency relief should be

provided by employees working in reasonable proximity to the employees who may

require emergency relief.

(5) PERSONAL RELIEF TIME

The General Motors policy with respect to personal relief for certain employees as

expressed in the 1964 GM-UAW Contract Settlement Agreement and Mr. L. G. Seaton's

letter of September 24, 1964, on this subject, shall be implemented at this Division by

permitting employees to sit, stand, or walk during such relief periods. This time away

from the job is generally consumed attending to personal needs such as a drink of water,

a visit to the toilet, and so forth. Shop Rules, Safety Rules and Smoking Rules will be

observed during such periods, and the time will be spent in such a manner as not to

interfere with other employees or plant efficiency.

The same right and rules shall apply to employees working on jobs where the standard

includes personal relief allowance of twenty-four (24) minutes per eight (8) hour shift.

The amount of such relief shall be modified accordingly for a shift other than a regular

eight (8) hour shift.

The above is a statement of Management's policy at the present time.

In settlement of this demand, Management stated that it will post its Statement of Policy

regarding "Personal Relief Time" for a period of three (3) months. Management will

make a study of the manufacturing areas for the purpose of determining suitable locations

for benches. The results of this study, and the number and location of benches to be

placed in the manufacturing areas will be negotiated with the committee prior to the

placement of the benches. (See settlement statement dated November 8, 1970, Re:

Satellite Areas).

It is understood that relief, other than emergency relief, is not ordinarily provided during

the first hour of the shift, and first hour after lunch, unless some other mutually

satisfactory arrangement is agreed to within a given department by supervision and the

committeeperson for that department.

It is Management's intent that employees who are on their regular established personal

relief will be permitted to utilize this relief for their comfort -such as, use of the restroom

facilities, vending machines and telephones, and to sit down in appropriate areas.

Provided that during their relief period, they do not interfere with plant operations or with

other employees who are not on relief.

(6) JOB EXAMINATION - NOTIFICATION

The need to periodically examine or to re-examine an operation, which often times

includes the time studying of an employee's job related activities, is a necessary and vital

function. As these types of examinations will continue for legitimate business purposes,

it is Management's have the appropriate member of supervision notify the affected

employee and district committeeperson prior to the commencement of the activity.

(7) SNACKS

The following statement regarding "SNACKS" was reissued after the Union assured

Management that nothing in this statement would be construed as adding to the relief

time granted under the relief policies of Nexteer Automotive.

Both parties recognize that in the interest of sanitation, lunches should be eaten in the

plant cafeteria and that lunch buckets (or similar containers) should not be taken into the

work area.

However, it will be permissible for employees to take items of food - such as a sandwich,

fruit, or candy - to their job and eat it during the shift when their work will permit it

without loss of production on their job or creating unsanitary conditions.

Individual instances of abuse will be handled directly with the employee involved. Mass

abuse of the privilege will be called to the Union's attention, with the understanding that

subsequent failure of employees to correct abuses will be proper cause for the withdrawal

of the privilege.

During the discussions of this demand, the Union has stated it is not its intent to expand

on our current agreement regarding "Snacks". Keeping this in mind, employees will be

allowed to bring donuts to their work area in a box for their consumption and eat them

during their shift when their work will permit it without loss of production on their job or

creating unsanitary conditions. By granting this demand, the Union has assured

Management this will not be used for catering purposes.

(8) THERMOS BOTTLES

The Union has brought to Management's attention the need for some employees to

consume large quantities of liquid. In response to this demand, employees will be

allowed to bring a two (2) quart thermos bottle into the plant, providing they are small

mouth thermos bottles and easily identified as such. This does not include picnic jugs or

other type liquid containers. It is understood there will be no "catering".

(9) READING

Management has expressed to the Union that reading on the plant floor during relief time

would be difficult for the group leader to control and that many of our products are

critical safety items. Instances of employees reading while operating their machine or

during attention time and/or inspection or other job duties would be detrimental to

product quality. The Union has responded that they do not advocate employees reading

while performing any job duties, including attention time. In keeping with the points both

parties have expressed, employees will be permitted to read on the plant floor away from

their workstation while on relief time.

(10) CARD PLAYING

During discussions centered around the playing of cards during the lunch period,

Management has brought to the Union's attention that such games could easily lead to

games of chance and a tendency for the participants to finish the game first in lieu of

returning to the job prior to the end of the lunch period. The Union has stated they would

not condone such abuse. With the foregoing understanding, employees will be allowed to

play cards during their lunch period while in the Satellite Area. Abuse of the above

privilege will be handled directly with the employee involved. Mass abuse of the

privilege will be called to the Union's attention with the understanding that subsequent

failure of employees to correct abuses will be proper cause for withdrawal of the

privilege.

(11) STATEMENT OF POLICY - CHAIRS

It is the policy of the Saginaw Site to review all requests for chairs.

In reviewing requests for chairs, the following factors are to be considered:

1. There is to be no loss of production resulting from an employee using a

chair.

2. The safe operation of the job must not be impaired.

The above is a statement of Management's policy at the present time.

(12) EATING LUNCH ON THE JOB

(Par. 89a)

Management recognizes that on operations where employees eat their lunch on the job, in

so far as practical, the lunch should be uninterrupted. Obviously, the case of an

emergency that would jeopardize the safety of operations, the employee will tend to the

problem immediately.

For purposes of clarification, the November 8, 1970, Statement of Policy regarding Eat-

on-the-Job Chairs will be combined to read as follows:

In situations where a chair is provided for an eat-on-the-job employee, the chair

must be located so the operator can observe and maintain surveillance of the

operation and not interfere with other operations or safety. The employee's

personal preference should be considered for each eat-on-the-job operator, based

on the shift having the most such assignments in the department.

In situations where there is more than one (1) eat-on-the-job employee in a

department and they are not able to eat at the same time, it will not be necessary

to provide a chair for each operator.

(13) TRANSFER MACHINES

Management has studied the Union's request concerning a straight eight (8) hour shift for

Transfer Machine Operators. Under present operating conditions and model mix.

Transfer Operators will be placed on a straight eight (8) hour shift with the operators

eating lunch on the job. This is to be done in a timely manner.

(14) RELIEF - AUTOMATIC SCREW MACHINE OPERATORS

Management's Statement of Policy concerning "acceptable level of work" applies to all

Automatic Screw Machines on which no production standard has been established by a

time study. It is understood that operators will not shut off their machines while on

personal relief and that they will inspect the parts run during this time before mixing with

other parts. Operators will not be responsible for bad pieces run during relief time. The

operators will be told that they may grind tools, but they will not be ordered to do so. In

the event of changes in methods, processes, equipment, material and schedules which

affect the job, the National Agreement will apply.

MEDICAL RELATED SERVICES

(1) MEDICAL SERVICE - HOSPITAL CARE

It is Management's policy to provide professional medical service to all employees. The

Medical Department is staffed by professionally trained medical physicians as well as

registered nurses. Nurses are available on-site during periods of regular working hours.

When staffing for overtime for weekends, consideration is given to the type of work to be

performed, as well as the number of employees working. In the event an injury or illness

occurs when the Medical Department is not staffed and hospital care is indicated,

appropriate personnel are utilized to transfer the employee to a hospital by car or

ambulance according to need.

The parties also recognize the need to increase the awareness of medical services to all

employees. Management will continue to communicate with all employees regarding the

services provided by the Medical Department to include, blood pressure screening, rectal

cancer screening, CPR training, etc. The parties recognize that the most effective method

of prevention is working together to prevent injuries and illnesses through awareness

programs.

(2) NURSE COVERAGE

Nurse coverage at the site will be adequately staffed to meet the conditions of population

requirements. Overtime from other shifts is recognized when nurse coverage is

determined. Plants will notify Plant 3 Medical of anticipated overtime so Medical may

determine the proper staffing.

(3) PAY FOR TIME LOST DUE TO OCCUPATIONAL INJURY

When an employee is sent to the plant hospital or to an outside physician or hospital for

treatment due to an in-plant injury incurred after the start of an employee's shift, such

employee will be paid the wages for hours the employee was scheduled to work on the

day the injury occurred, providing they were disabled to the extent of not being able to

return to work for the remainder of the shift.

(4) EMERGENCY RESPONSE TEAM

An Emergency Response Team will be maintained for the Saginaw site.

(5) AMBULANCE SERVICE

In the event the Medical Department, Supervision, or Security Personnel finds it

necessary and appropriate to remove an employee from the plant and take the employee

to the hospital by ambulance during the employee’s working hours, it will be the policy

of Management to pay the cost of such ambulance service.

(6) TRANSPORTATION ASSISTANCE

In the event the Medical Department determines that an employee is unsafe to drive,

Management will assist the employee in arranging personal transportation to their desired

destination.

(7) ENTERING VITAL SIGNS ON EMPLOYEE RECORDS

In situations where employees report to Medical requesting a pass to leave the plant

because of alleged illness, a factor to be used by the Medical Department in making such

a decision will be the taking of appropriate vital signs. In such cases, a record will be

made in the medical file of those vital sign results.

(8) SICK PASSES

Consistent with the professional work of the Medical Department, it is Management's

policy that an employee given a sick pass by the Medical Department will not be required

to return to their factory department for the group leader’s approval before leaving the

plant provided they have advised the group leader that they feel sick and are going to the

Medical Department.

An employee who has not so advised the group leader may leave the plant without

returning to their department if such would be appropriate in the judgment of the Medical

Department. This is not to be construed that sick passes are given "automatically".

Employees who request sick passes may be subject to medical examination at that time.

Scheduled work time lost undergoing such examination will be considered as time

worked. On occasion, it may be necessary for such employees to be scheduled at a later

time for an examination by the Company doctor. Under this circumstance, the employee

will be paid for time in the Medical Department. The Medical Department's decision on

whether a medical examination is necessary will be on an objective medical basis and

influenced by the employee's medical symptoms and/or questionable attendance record.

(9) FOLLOW-UP EXAMINATION DUE TO

OCCUPATIONAL INJURY

During the discussion of this demand, the Union stated that "B" and "C" shift employees

who are injured while on the job are often times instructed to go to Plant 3 Medical for

follow-up examinations during "A" shift hours on their own time. The Union further

stated these employees frequently wait for extensive periods of time to see the doctor. In

recognition of this condition, the Medical Department will arrange to have such follow-

up examinations during the employee's regularly-scheduled shift unless the circumstances

of the case make it impractical to do so.

(10) RETURN FROM LEAVE OF ABSENCE - PAY FOR LOST TIME

Paragraph (111)(a) of the National Agreement provides in part, "Any employee on leave

may return to work in line with their seniority before the expiration of their leave

providing not less than seven (7) days notice is given to Management." By established

practice understood by Management and the Union at this Division, "leave" as used in the

above sentence refers to an approved absence of thirty (30) days or more. An approved

absence of less than thirty (30) days is simply an "informal absence."

An employee who is returning to work on their regular job following an absence or leave

that did not knowingly affect their capabilities should report directly to their respective

plant Medical Department, Plant 3, or both, at the discretion of the medical attendant.

An employee who is delayed by the Medical Department or Plant Management from their expected time of return and later cleared for work will have the time spent during the

regular working hours of their shift considered as time worked, except:

1. If Medical Department clearance is not obtained.

2. Post-operative and cardiac cases and instances in which a physical limitation

may require job placement, in which case such employees must obtain

medical clearance from the Plant Physician and placement arrangements may

be necessary prior to the employees' return to work.

3. An employee's return to work following a leave of thirty (30) or more days,

when at least seven (7) days' notice of return has not been given, is subject to

Management's option as provided in Paragraph (111)(a).

Management's Statement "NEED FOR EMPLOYEES TO ADVISE MANAGEMENT

OF EXPECTED RETURN FROM SICK LEAVE" dated November 8, 1970, includes

reference to "a reminder of reporting requirements" and a "reminder that employees

should also advise Management of their expected return-to-work date."

(11) PHYSICAL LIMITATIONS

The Plant Medical Doctor determines, based on information from the employee's

personal physician and/or from the Doctor’s own findings, including information as to

the employee's job and work history, whether it is appropriate to issue a notice of

physical limitation to Supervision as to the employee's physical qualifications and

resulting work restrictions. In such situations, a copy of the Notice of Physical Limitation

will be given to the employee. It is Management's policy for Supervision to follow the

recommendations of the Plant Medical Doctor. In some instances, work that meets the

employee's limited physical qualifications is not available or immediately available in

line with the employee's work experience and seniority.

Seniority employees, other than provided for in Paragraph (72) of the National

Agreement, who because of physical limitations are unable to perform work to which

they are assigned may be transferred to other work of a more suitable nature in the Site,

except that such employee may not displace an employee with longer seniority. An

employee displaced by implementation of this Paragraph (59) of the National Agreement.

Management has the responsibility of placing "limitations" on an employee. In doing this,

the plant physician will take into consideration the medical recommendations of the

employee's personal physician and/or the I.M.O. Individual complaints regarding work

limitations should be brought to the attention of the Plant Personnel Manager who will

review the case with the Plant Medical Doctor.

Paragraph will be placed in accordance with Management will place employees with

physical limitations on appropriate work based on availability of such work.

Management is committed to objective determinations of physical limitations and fully

intends to comply with the Local Agreement language entitled "Physical Limitations".

Further, individual problem cases should be brought to the attention of Plant

Management for a prompt resolution based on the facts of each case.

(12) ADAPT FLOWCHART TRANSITIONAL WORKFORCE PLACEMENT

Employee reports to medical prior to returning to work.

Medical Department defines their qualifications and issues

physical qualifications slip.

HOME DEPT/JOB

Group leader and department/team suggests job & rotation, or ergonomic changes if

applicable. Employee returns to regular

job without limitations.

PLANT DISABILITY POOL

If no job available within the department, the Plant Manager and Shop Committeeperson or their Employee returns to work

Representative will identify a potential job(s) and shift(s). If the Medical Department concurs, the plant Force within limitations.

Disability manager will advise the group leader that a job is available within the plant.

The Plant Manager and Shop Committeeperson will make jobs available from a pool

which can include work such as:

Temporary Production Sorts Part Handling Supplier Sorts

Sick Leave/Vacation Coverage Salvage Opportunities Open Jobs

Non-Bargaining Unit Jobs, Contract Jobs, etc. In sourced work

In emergency situations, employees can be placed on non-agreed upon jobs on a temporary basis (one Employee returns to work

Week max.). Any unresolved issues will be settled by the plant LJAC or ultimately by the Key 4. Force within limitations.

If no job available within the plant, employee will be considered for movement to the Site Disability Pool. The Plant

Plants will identify an

Manager and Shop Committeeperson must approve all employees entering the Site. Any unresolved

Area to be used for sorts

Issues will be settled by the plant LJAC or ultimately by the Key 4. If an employee is moved to Site Disability Pool,

When possible

written notification will be sent to: UAW Placement Person Bargaining Chairman Hourly Personnel Site Disability Manager

SITE DISABILITY POOL The Site Disability Pool will house such work as: H&S Community Service Work

Vocation/Job Training Short Term Job Assignments

(A combination of work hardening, rehabilitation, training and work assignments.)

The Medical Department will assess the jobs designated for the Site DP which will comply with Limitations. The site Disability manager will assign jobs to the employees.

(13) MEDICAL DEPARTMENT - JOB EVALUATION

When it is necessary for the Medical Department to evaluate a job on the plant floor, they

will extend an offer to the District and/or Shop Committeeperson to attend the evaluation.

The notification will be made at the time the evaluation is scheduled to allow timely

notification to the UAW representatives. The inability of either the District or Shop

Committeeperson to attend will not result in the delay of the study.

(14) LUNG FUNCTION TEST

This Division has an excellent medical program and facilities for employees. The

medical program includes a goal of periodic physicals for all employees. The physical

includes a pulmonary function test, x-rays, and other tests as determined by the Plant

Medical Doctor. An employee feeling the need for medical attention should discuss this

matter with the Plant Medical Doctor so that an individual medical plan of action may be

developed as required. Grinder operators who request a lung function test will be given

such tests. It is understood this lung function testing at the request of the employee will

be given only once in a period of twelve (12) months.

(15) NOTIFICATION - TRANSPORTATION TO HOSPITAL

Management will attempt to contact the person designated in the event the employee has

been transported to a hospital for treatment and is unable to return to the plant or is

confined to the hospital. This is contingent upon the employee providing an accurate

emergency phone number to Management.

FACILITY MAINTENANCE AND PROVISIONS

(1) HEAT AND VENTILATION LAYOUT CHANGES

Management will consider heating and ventilation requirements simultaneously when

contemplating changes in plant layouts.

(2) PLANT LIGHTING

Lights, light fixtures and fans will be cleaned a minimum of once a year with the

understanding that some lights require cleaning more frequently and these will be cleaned

as required.

(3) PARKING LOTS - SECURITY

Management is concerned with providing secure parking facilities for employees.

Currently, random patrols are conducted in all lots on each shift. In addition, T.V.

cameras for parking lot surveillance have been installed and in keeping with our

continuing program to provide the most security practicable, Management will install

T.V. cameras for increased observation in those plants that currently do not possess them.

Those parking lots will have a sign on the outside fence which indicates that the lot is

monitored on T.V. cameras.

Management is committed to provide secure and safe parking facilities for all employees.

Any concerns regarding this subject will be resolved between the Plant Managers and

Shop Committeepersons.

Management is committed to provide secure and safe parking facilities for all employees

and seeks efficient and effective methods to maintain and improve these facilities. The

site is currently installing highly luminous lighting towers which will improve monitoring

of the parking facilities. The current practice of patrolling parking lots on an intermittent

basis will be maintained.

(4) MOTORCYCLE PARKING

Saginaw site will provide motorcycle parking by designating an adequate area at each

plant from the first Monday in April through the first Monday in November.

(5) MAINTENANCE OF ELECTRONIC PRECIPITATORS

There are approximately one hundred thirty-five (135) Electronic Precipitators installed

in the Division. These units are currently cleaned and maintained by an outside company

on an annual contract. All units are inspected, cleaned, and maintained six (6) times per

year at eight (8) week intervals. The contractor is responsible for malfunctions of pre-

filters, ionizing sections, and collection cells.

Management assures the Union of increased emphasis on carrying out this program.

The above is a statement of company policy at the present time.

The site maintenance of the precipitators at issue in this demand is work properly

assigned to the appropriate bargaining unit skilled and non-skilled employees.

(6) WINDOWS - HEATING AND VENTILATING EQUIPMENT

During discussion of this demand, Management has reassured the Union of its policy to

replace open and broken windows before cold weather and, further, of its policy to have

plant windows washed on a once-a-year schedule.

During discussion of the demand, Management has advised the Union of its policy to

have plant heating equipment in a good state of repair prior to the period in the fall when

the equipment will be needed to supply heat. Management has also advised that the target

date for this work will be September 15 of each year.

During discussion of this demand, Management has advised the Union of its policy to

have plant ventilating equipment in a good state of repair prior to the period in the spring

when ventilation equipment is needed. Management has also advised that the target date

for this work will be April 30 of each year.

The Union has pointed out that on occasions it has taken five (5) to six (6) hours to

respond to their request to open and/or close windows and roof vents in Plant 3.

Management will make a sincere effort to have the windows and roof vents open and/or

closed in a timely manner.

(7) MAINTENANCE OF COOLANT SYSTEMS, DEGREASERS,

AND WASHER EQUIPMENT

Management has advised the Union that Management, too, is in favor of proper

maintenance of coolant systems, degreasers, and washer equipment. Management has

noted that because of the nature of coolant, degreaser, and washer compounds, problems

may arise; and that it is Management's policy to promptly seek solution of such problems.

(8) MAINTENANCE OF PARKING LOTS AND

SIDEWALKS - SNOW AND ICE CONDITIONS

These demands are concerned with parking lots and sidewalks during snowstorm and ice

conditions. Salt is applied to parking lots and sidewalks as deemed appropriate during or

after the storm. Conditions vary. For example, it would not be appropriate to apply salt

during a snowstorm if it appeared that it would shortly be plowed or shoveled off. It is

Management's policy to maintain these facilities in suitable condition. Management

agrees the work in question falls within the scope of the bargaining unit.

(9) MAINTENANCE AND CLEANING OF FIRE EQUIPMENT,

FIRE WATCH - WELDING AND BURNING PERMITS,

INSPECTION OF FIRE EQUIPMENT

The maintenance and cleaning of fire equipment is considered to be bargaining unit work.

Accordingly, bargaining unit employees will be assigned to the replacing of defective

parts and to the refilling and recharging of fire extinguishers.

The task of standing fire watch when conditions warrant it is also considered to be

bargaining unit work. However, the decision as to where, when and under what

circumstances welding and burning is to be done, is a Management function. Therefore,

Management plans to continue its present procedure whereby welding and burning

permits are issued by Plant Security personnel and Maintenance Supervision.

In the interest of both employee and property safety, the responsibility for inspecting all

fire equipment will continue to be a Management responsibility.

(10) PARKING LOTS - LITTER - PAINTING AISLE LINES

Management periodically assigns employees to clean litter off the parking lots and fence

lines. It is also Management's intent to periodically paint the aisle lines in the parking lots

so as to maintain orderly traffic flow and parking facilities.

The parking lots will be re-striped to maintain an orderly parking system when visual

inspection indicates a problem.

(11) MAINTENANCE OF RELIEF AREAS

It is in the best interest of both parties to keep relief areas clean and orderly. It is

Management's policy to assign sufficient manpower to clean these areas on a regular

basis, to provide trash receptacles, and to empty the receptacles. However, the real secret

to keeping these areas clean is for the people using these areas to exercise care to prevent

spillage, etc., and to utilize the trash receptacles. Both parties agree to encourage

employees to use more care when using relief areas.

Management agrees to provide covered trash containers in designated outside relief areas.

In order to minimize the need for cleaning, plastic liners will be used in trash cans where

practical to do so and they will be steam cleaned as needed.

(12) MAINTENANCE OF TOILET FACILITIES

Management is interested in maintaining clean, sanitary, and adequate toilet facilities. In

keeping with this policy, sufficient janitors are assigned during periods of full operation

so as to provide adequate supplies of soap, towels and toilet paper, as well as clean

facilities. In the event of absence of the regularly assigned toilet janitor, sincere efforts

will be made to maintain the facilities by temporary assignment of other employees to do

the job. On overtime days and other days when the plant is not in full operation, service

will be provided in relationship to the need.

Therefore, as Management accepts its responsibility to supply adequate janitor service, it

calls for cooperation of the employees. Complaints concerning the proper maintenance of

all of the toilet facilities should be brought to Management's immediate attention as they

arise in order that appropriate corrective action can be taken without undue delay.

(13) MAINTENANCE OF SHOWER ROOMS

It is the policy to clean shower rooms, at least once each day, which are currently being

used by the employees.

(14) MOVING - CLEANING LOCKERS

Whenever lockers are to be moved, relocated, cleaned, or fumigated, Management will

notify employees involved. Items which belong to employees or are charged to them will

be returned to their locker.

(15) USE OF LOCKER, TOILET FACILITIES -

PHYSICAL HANDICAPPED

Employees who encounter physical difficulties using existing locker rooms or restrooms

should bring this matter to the attention of Management. Management will investigate

these cases and satisfactory accommodations will be provided.

(16) MOTORCYCLE HELMET LOCKERS

A review of Division motorcycle helmet lockers discloses that most plants have an

adequate number of lockers to meet the need of employees. In those plants where a need

exists, an adequate number of lockers will be installed where space permits.

(17) MAINTENANCE OF CAFETERIA

Under present operating conditions, when Management provides cafeteria service for

employees on weekends, provisions will be made to provide janitorial services for the

cafeterias as a conscientious effort towards good housekeeping.

(18) PICNIC TABLES

Picnic tables will be placed on the outside of the plants, with the understanding that

employees will maintain good housekeeping in these areas and will dispose of all litter in

the containers provided.

During discussions of these demands, the Union has requested that Management add

additional picnic tables at the plants in the Division. Observation of the present picnic

tables shows there is more than adequate seating space available during their period of

usage. Management will make periodic checks on the usage of the picnic tables and

where such checks reveal an insufficient seating capacity, corrective action will be taken.

(19) SMOKING AREAS

Management agrees to continue maintenance of the outside smoking areas providing

weather protection and appropriate facilities to employees (i.e. picnic tables, canvas,

slabs, etc.) Issues with these areas will be brought to the PJAC and addressed in a timely

manner.

TOOLS, CLOTHING, EQUIPMENT AND FOOD SERVICES

(1) CHANGING CLOTHING - WORK ASSIGNMENT DURING SHIFT

During discussion of these demands, it has been brought out there are occasions when

employees who have started work on one assignment are assigned other work during

their shift that requires protective clothing, such as boots and coveralls. Under this

circumstance, employees have put on such clothing on company time. Also, they have

taken off such clothing on company time when the assignment ends during the shift. An

employee who becomes "drenched" with oil, water, steam, compound, due to unexpected

circumstances, such as machine malfunction while performing their job assignment in the

prescribed manner, will be permitted to go home, if practicable from a standpoint of time

and distance, change clothes and return and will be paid for a reasonable amount of lost

time. If time does not permit, coveralls may be used.

(2) SHOWER

Employees who are given a job assignment that is dirtier than normal job assignments

will be provided adequate protective clothing. Management will evaluate and, on an

individual basis, allow a person to shower on company time when determined necessary.

(3) FOUL-WEATHER GEAR

An adequate supply of parkas, insulated coveralls, and rain gear will be made available

for employees in each plant working outdoors for extended periods of time in cold and

rainy weather. The parkas, insulated coveralls, and rain gear will be cleaned and repaired

as needed. The foul-weather gear will be stored in each plant in appropriate areas

designated by Supervision.

During discussion of this demand, the Union stated the Pickle House attendant and

outside crane driver had to perform work outside occasionally in the course of their shift

work duties. Suitable lightweight jackets will be available in the department for these

employees to wear outside during cold and inclement weather. When not being used,

these jackets will be stored in a department locker.

Management is presently providing insulated coveralls as needed for winter weather use

at Central Warehouse, and Howard Street Warehouse. The respective group leaders at

each location are responsible for their repair and cleaning.

Management sees no need to provide lightweight coveralls for summer weather.

(4) COVERALLS

Management will issue five (5) pairs of fitted coveralls to all Maintenance and Machine

Repair employees who desire them and who have not yet been so fitted. Jobs where it is

determined that coveralls are necessary will be provided with such. Any areas of concern

should be addressed through the PJAC.

(5) STORAGE BOX FOR PERSONAL JACKETS

A metal storage box will be attached to each fork truck that the driver may utilize for

personal items as long as no safety problem is created.

(6) TIRE AND BATTERY SERVICE

During discussion of this demand, Management has noted to the Union we presently

provide jumper cables for employees use when experiencing difficulty in starting their

automobiles in the cold winter months. Management has also noted that the use of a

portable battery would be ineffective after being used one (1) time because of the lack of

cranking power left in the battery. In those cases where employees are unable to find

another employee for assistance in starting their automobile, plant security will lend

assistance in the form of an automobile to provide the jump.

(7) EMERGENCY CALLS

Management agrees that emergency phone calls to employees at work should be handled

without undue delay. Emergency calls that are received by Plant Security will be relayed

to the group leader. The time will be noted and if the department doesn't call back within

a short period of time indicating the message was delivered, another call will be made to

assure delivery.

(8) LOCKER INSPECTION - OPENING TOOL BOXES

Management reaffirms its policy to notify employees by bulletin board notices of general

locker inspections, while reserving the right to inspect lockers and employee's personal

property for cause.

There will be occasions when it is necessary for supervision to open an employee's tool

box to obtain an item of company property needed when the employee is not present.

Supervision will be cautioned that under this circumstance due care should be taken to

safeguard the employee's property.

(9) HAND TOOLS

Production Employees:

During the discussion of this demand, it was noted that some employees get a degree of

personal satisfaction and convenience out of using personally owned hand tools on their

job and that Management has no desire to change this practice. However, Management

will maintain an adequate inventory of hand tools, such as screwdrivers, Allen wrenches,

pliers, and crescent wrenches, etc., normally required by production employees in

performing their jobs. These tools will be issued, upon authorization of the Tool Crib

Advisor or Tool Stores Advisor, to the employees on a permanent tool check ticket when

accompanied by an A.V.O. from the employee’s advisor verifying its need on the job.

The employee will remain responsible for these tools. When transferred or job changed,

these tools will be turned in by the employee and the tool check ticket will be returned to

them.

Coordinators and machine operators of the Major Machining classification, transfer

machines and chucker operators who bring personally owned hand tools into the plant for

use on their jobs should only do so with their advisor's authorization. If stolen, these

authorized tools will be replaced when it is apparent that there was no neglect on the part

of the employee (for example: failing to lock up the employee’s tools at appropriate

times) and that the tool(s) were in fact stolen. The employee and their advisor will

present a signed A.V.O. to this effect to the Tool Advisor.

Skilled Trades:

Special tools needed by skilled trades employees will be available on a regular tool check

basis. Stolen tools will be replaced when it is apparent that there was no neglect on the

part of the employee (for example, failing to lock up the employee’s tools at appropriate

times) and that the tool(s) were in fact stolen. The employee and their advisor will

present a signed A.V.O. to this effect to the Tool Advisor. Broken or damaged tools will

be repaired or replaced when broken or damaged in the course of performing the work

assignment provided such facts are satisfactorily established.

(10) DAMAGED CLOTHING

Situations where employees experience damaged clothing will be evaluated on an

individual basis at their respective plants. Any questions regarding proper protective

equipment should be brought to the attention of the employee's advisor when the concern

arises.

(11) VENDING – CAFETERIA SERVICES

Cafeteria and Vending services will continue to be provided for the convenience of the

employees. In order to assure the best possible services and options, the Union will be

encouraged to participate and make suggestions related to menu items and service issues.

This is related to both the cafeteria and vending services. Furthermore, specific refund

policies will be implemented and communicated to employees to provide for the most

efficient and effective methods for issue resolution as possible.

MISCELLANEOUS PROVISIONS

(1) INSPECTION CLASSIFICATIONS

It is Management's intent that the inspection classifications remain in Departments 99-1,

99-2, 99-3, 23 and 24.

(2) AUTOMATIC SCREW MACHINES

Questions have been raised by several grievances with respect to certain items of work

associated with operation of Automatic Screw Machines. During the discussion of these

questions, Management has stated:

1. The job of maintaining a set-up of collets, pushers, tool holders, etc., properly

falls within the scope of operators and/or job-setters and has been historically

performed by those employees.

2. Within the scope of the classification Major Machining operator employees

may grind turning tools (tool bits), facing tools (tool bits), cut-off tools, drills

(below 1 inch in diameter), and some shave tools.

3. The replacing of collets, pushers, collet tubes, pusher tubes, and collet tube

adjusting nuts is operator work.

4. The replacing of shear pins (shear key) is operator work (shear pin or shear

key is located in the shear pin block and has to do with the drive mechanism).

5. Replacing of rolls and fingers in the chucking mechanism, the pin in the collet

nose, the collet yoke guide pin, and adjusting clutches is Machine Repair

work.

(3) TUGGER OPERATION

Under current operating conditions, it is Management’s intent to assign the tugger and

operation of it to Department 04.

(4) NEWSPAPER RACKS

Newspaper racks will be appropriately located inside the plant entrances.

(5) ISSUING OF ORDERS

Management stated it is willing to recognize the desirability of employees receiving

orders from one (1) group leader. Furthermore, Management will instruct all supervision

of this intent. The parties recognize that this is not always practical due to a considerable

number of employees assigned to service operations covering a broad geographical area.

Other occasions such as production difficulties and shop rule violations would require

orders being issued by other than an employee's group leader. In any event, the employee

will only be required to follow the last orders given to them by a member of supervision

and will not be criticized for so doing.

FMLA

MEMORANDUM OF UNDERSTANDING

It is recognized that in order to fully recognize the benefit of the No-Fault Attendance

Program the Saginaw Site will rearrange the current FMLA policies to fall in line with

the Federal Regulations. The parties recognize that this represents a change in the

policies as stated in Document 125 of the National Agreement. The ability to address this

concern was stated in Attachment D of the Supplemental Agreement.

The specific areas that will be changed are that employees will be required to

substitute vacation and/or excused absence allowance for FMLA unpaid leave

except for Restricted Vacation (VR).

Employees that are married to each other and both working for the Saginaw

Steering Site will be allowed to have a combined 12 weeks of FMLA unpaid

leave as is allowed per federal law.

The company would automatically designate and apply absence time that is

compensated under the Sickness and Accident Insurance provisions against an

eligible employee’s FMLA entitlement.

Memorandum of Understanding

Contract Implementation

The parties agree that some items in the 2010 Nexteer Automotive Memorandum of

Understanding, Addendum Reconciliation, Competitive Extension are dependent on the

successful completion of the sale of Nexteer Automotive by General Motors to a third

party. All settlements included in the above stated M.O.U. will be implemented upon

ratification by the membership of UAW Local 699, except for the following provisions

contained in the M.O.U. s covering Wages and Benefits, Separation, Supplemental

Unemployment Benefits and Trades Combinations, which will be implemented upon

completion of a sale to a buyer suitable to the International UAW.

Separations – Buy Out and Retire Incentives

Skilled Trades – Buy Down (payment must be made prior to wage rate change)

and training completion one time payment

Production I & II Buy Down (payment must be made prior to wage rate change)

New BCBS Health Care Coverage (coverage to change upon completion of sale)

Incentive Compensation provisions

Supplemental Unemployment Benefits – Benefit level change for employees with

a seniority date prior to October 8, 2005 will be treated as “Traditional”

employees under the SUB Plan

If any other portions of the Nexteer M.O.U. are determined to be contingent on the

successful sale of Nexteer Automotive to a third party or issues that might arise as a

result of the sale, the joint parties reserve the right to determine the implementation

timing of said portions of the Nexteer M.O.U.

The parties recognize that there may be issues surrounding the transition of Health Care

Plans, defined benefit Pension Plans and defined contribution 401K Plans as a result of

the sale of Nexteer Automotive to a third party. The parties agree to work in good faith to

resolve those issues during the sale process; and in any case, the transitions will be

effected as soon as practicable concurrent with or following the sale of GM’s interests in

Nexteer.

The parties further agree that upon ratification of the agreement, all current employees

(permanent or temporary) will be restored to the January 3rd

, 2010 wage rate. Nexteer

will be able to hire at the agreed upon Skilled II and Production II New Hire wage rate.

Current temporary employees will retain the January 3rd

, 2010 wage rate until Health

Care is provided. These current temporary employees will however be given holiday,

vacation pay and be eligible for attendance bonus as they become eligible per the

agreement. Production II New Hires will also be given holiday, vacation pay and be

eligible for attendance bonus as they become eligible per the agreement.

The parties agree that the One Time Bonus payment must be made before all current

employees (permanent or temporary) will are restored to the January 3rd

, 2010 wage rate.

It is understood that if the sale of Nexteer Automotive to a third party is not executed, the

enacted provisions of this agreement remain in effect until this agreement expires.

Memorandum of Understanding

New Work Commitment

The parties agreed that upon the successful ratification of the “Nexteer Automotive

Memorandum of Understanding – Addendum Reconciliation GM/UAW 2009

Modifications Competitive Extension” Nexteer management will commit to placing new

work at the Saginaw site comprised of the following programs and actions:

Saginaw Site – Job commitment Build

Program Jobs Comments

Facilities Maintenance 14 Facilities in sourcing – Trades

Zeta HP – Halfshaft 2 Number of Jobs Increases in 2012

Tubular bar - Halfshaft 6 Number of Jobs Increases in 2012

IDS 16 In sourcing Theta/Epsilon from India

Indirect Material 38 In sourcing – managed by outside contractor

Integral Gear housing 14 In sourcing

Non Skilled sorting/Etc. 24 In sourcing of sort/rework, etc.

Renault Pumps 38 Moved from France

Misc. Products 85 TBD – product moved from other sites

Total Headcount 237

Nexteer management will commit to the total number of new jobs(237) but reserves the

right to substitute other jobs in place of those shown if normal market volume

fluctuations dictate.

Additionally, Nexteer management intends to quote both replacement business and new

business regardless of customer using the Saginaw site as the manufacturing location.

The sourcing of this new business will be dependant on the competitiveness of the site

which should be greatly enhanced with this new agreement.

The parties further agree that any work awarded as part of the sale of Nexteer

Automotive to a third party be awarded to the Saginaw site with work performed by

UAW Local 699 members. Nexteer Automotive further agrees to notify the UAW of

currently awarded business to be outsourced or moved to another Nexteer Global unit for

the purpose of competitive bidding.

MEMORANDUM OF UNDERSTANDING

WAGES AND BENEFITS

The parties agree that in order to achieve a blended all-in wage rate that will enable

Nexteer Automotive to retain product programs, provide matching competitor pricing and

bid for new product programs that create new employment opportunities, the following

alterations and new wage levels are instituted. The new wage rates and benefit alterations

will go into effect upon ratification and the payment of any and all buy-out, buy-down

and separation packages that are identified in this M.O.U. The Temporary Production and

Temporary Skilled Trades language will be eliminated in favor of the newly created wage

levels listed below.

UAW Local 699 and Nexteer Automotive will have the following wage levels;

Skilled I The Skilled I wage level is populated by all currently employed Skilled

Trades at the Saginaw Nexteer Automotive site in the following

classifications: EE4J, EE4S, EE8J, EP4J, GM2J, MA8J, MR4J, MR4S,

PH2J, TD6J, TD6L, TD9J, WD4J, and WD4S. Upon ratification of this

M.O.U. all laid-off Skilled Trades employees and those that were hired as

Skilled Trades currently working production will be returned to permanent

Skilled I status.

Skilled II This is a newly created wage level and will be populated by new hired

Skilled Trades and Apprentices. Employees with Journeyman cards that

are working as production will be given an opportunity to apply as a

permanent member of Skilled II workforce.

Production I The Production I wage level will be populated by all current Legacy and

Supplemental employees at Nexteer Automotive. Production I will include

all classifications in the current “A”, “B”, “C” and “D” buckets. The

Production I wage level will also be populated by Production II and

Production II N/H. Movement to be done by application. All

classifications that have been identified as “A” or “”D” bucket jobs will be

considered primary openings. All plant “63” applications will be

considered prior to filling openings in the “A” and “D” buckets. If no

applications the opening will be posted site wide for five working days.

Employees filling these openings will then be at the Production I,

Supplemental, wage level for that classification.

Production II The Production II wage level will be populated by all current Legacy and

Supplemental employees at Nexteer Automotive that accept the buy-down

opportunities identified in this M.O.U. this could include all classifications

included in the current “A”, “B”, “C” and “D” wage buckets. The

employees currently classified as “Temporary” will be made permanent

Production II employees after their 90 day period (Exception: Health care

benefit starts the earlier of either new ownership or 7 months from

ratification. SUB benefits start the earlier of either new ownership or 12

months from ratification.) and be placed in this wage level. For all benefit

eligibility purposes, time worked as a Temporary Employee will not be

counted (e.g. clock starts upon ratification).These new permanent

Production II employees may be assigned all classifications included in

the current “B” or “C” wage buckets. Production II employees may, by

application, fill openings in the “A” and “D” buckets. All plant “63”

applications will be considered prior to filling openings in the “A” and

“D” buckets. If no applications, the opening will be posted site wide for

five working days. Employees filling these openings will then be at the

Production I, Supplemental, wage level for that classification.

Production II

New Hires The Production II wage level will be populated by all current Legacy and

Supplemental employees at Nexteer Automotive that accept the buy-down

opportunities identified in this M.O.U. this could include all classifications

included in the current “A”, “B”, “C” and “D” wage buckets. This wage

level will be populated by newly hired employees. They will become

permanent employees after their 90th

day. Production II N/H employees

may, by application, fill openings in the “A” and “D” buckets. All plant

“63” applications will be considered prior to filling openings in the “A”

and “D” buckets. If no applications, the opening will be posted site wide

for five working days. Employees filling these openings will then be at the

Production I, Supplemental, wage level for that classification.

Buy-Down Opportunities

In order to achieve a blended all-in wage rate that will enable Nexteer Automotive to

retain product programs, provide matching competitor pricing, and bid for new product

programs that create new employment opportunities, the following schedule of wage

level buy-downs are being offered. All wage level buy downs with the exception of the

Skilled Trades I buy-down are voluntary.

Current Wage Level Buy-Down Wage Level Buy-Down Amount

Production I “A” & “D” Production II $30,000

Production I “A” & “D” Production II-New Hire $40,000

Production I “B” & “C” Production II $25,000

Production I “B” & “C” Production II-New Hire $35,000

Production II Production II-New Hire $7,500

Skilled I Skilled I $50,000

Classifications in the Production I “A” & “D” bucket that are filled by Production II and

Production II N/H shall remain at the Production I, Supplemental, wage and benefit level.

Employees that accept any of the above buy-down opportunities listed above will retain

the bought down wage level until the expiration of this contract extension. Employee’s

that accept buy-down opportunities will retain all seniority rights regarding promotions

and shift preference but will be locked into their bought down wage level the only

exception, becoming a Skilled Trades Apprentice. The employees would be at the Skilled

II Apprentice wage and benefit level.

Wage Level Benefit Schedule

Wage Levels Skilled I

$29.00

**Skilled II

$22.00 Blended Rate

*Prod. I

$16.83 Blended Rate

***Prod. II

$14.50

Prod. II N/H

$12.00

Health Care BCBS Opt 1 BCBS Opt 1 BCBS Opt 1 BCBS Opt 1 BCBS Opt 1

Dental Yes Yes Yes Yes Yes

Vision Yes Yes Yes Yes Yes

Health Savings $600/$300 $600/$300 $600/$300 $600/$300 $600/$300

Paid Vacation Paid Paid Paid Paid Paid

Paid Holidays Paid Paid Paid Paid Paid

Attend. Bonus Yes Yes Yes Yes Yes

Pension GMCH GMCH GMCH No No

Life Insurance Yes Yes Yes Yes Yes

*Indicates a blended wage rate of classifications in Production I. All Production I

employees not accepting a buy-down will retain their 1/3/2010 wage rates.

** This represents a blended rate of new hires and apprentices. Newly hired Skilled

Trades will have an entry wage rate of $24.00 with 2% wage increases and 1% increase

in Incentive Compensation each of the last two years of the contract. These increases will

bring Skilled II rates to $24.97 at the end of the contract. Apprentice entry level wage rate

will be $20.00 with .50 cent increases each 916 hr period the final increase to equal

Skilled II Journeyperson’s rate.

*** The Production II (currently populated by temps) wage rate will be $14.50.

Wage Level Benefits

Employees made permanent Production II and newly hired Production II employees will

retain their wage level benefits through the duration of the contract. If these employees,

through seniority transfer rights, are assigned to an “A” or “D” bucket job classification

they will receive Production I, Supplemental wage rates and receive Production I,

Supplemental level benefits. Production I employees taking the buy-down will retain the

bought down wage rate and wage level benefits for the duration of the agreement

regardless of wage bucket assignments.

Legal Services

This benefit has been eliminated.

Pension and Other Benefits

Benefits relating to the Individual Retirement Plan, Personal Savings Plan, including the

matching contribution, Profit Sharing Plan and Post Retirement Health Care Account

shall be administered similarly to the existing GM Components Holdings (GMCH) plans

for the balance of 2010. Nexteer Health Care and Life & Disability Program provisions

will continue to be under the existing GMCH Program rules through the balance of 2010.

Contract Ratification – One Time Bonus

All current active employees (ratification date) will receive a $5000 – one time bonus

Shift Premium

The new shift premium will be B-Shift 2.5% C-Shift 5%

Alterations in how the shift premium will be paid are outlined in the Memorandum of

Understanding – Shift Premium.

Incentive Compensation

Wage Level Annual Amount

Skilled I $2500

Skilled II $2500

Production I $2500

Production II $2500

Production II N/H $2500

Incentive compensation occurs after reaching agreed upon level of operating cash flow.

Payment schedule and cash flow levels for Incentive Compensation will be determined

by the joint parties. Incentive Compensation annual amounts identified above represent

maximum payments. This provision is intended to replace all other Profit Sharing

provisions.

Wage Increases

In each of the last 2 years of the contract, Production I and Skilled I will receive a 2%

Performance Bonus and the maximum Incentive Compensation payment will increase by

1%. Also, in each of the last 2 years of the contract, Production II, Production II New

Hire and Skilled II will receive a 2% wage increase and the maximum Incentive

Compensation payment will increase by 1%. Parties will determine the method for

calculating the Performance Bonus and Incentive Compensation and the timing of pay-

out. The 2007 UAW-Delphi-GM MOU Wage Increase formula (Section D.1.d) is

eliminated.

This agreement supersedes any other wage or benefit agreement made prior to the date of

this agreement.

Memorandum of Understanding

Separation - Retire or Buy Out

Employees as of the date of this Memorandum will be given the opportunity to designate

their choice within 60 calendar days from the effective date of this M.O.U, (effective date

subject to completion of sale), by selecting from the following options. Eligibility for any

option that includes retirement is subject to the eligibility requirements for that

retirement.

Retirement:

Employees in production classifications eligible for a Normal or Voluntary Retirement, at

the time of their election, will receive a Forty Thousand Dollar ($40,000) cash payment

(less applicable taxes). Employees in skilled trades classifications eligible for a Normal

or Voluntary Retirement, at the time of their election, will receive a Seventy Five

Thousand Dollar ($75,000) cash payment (less applicable taxes).

For those employees who are not eligible to retire under the Normal or Voluntary

Retirement provisions of the applicable Pension Plan effective, “day one” post sale, but

who later will first become eligible between September 1 and December 31, 2010 (or 4

months after sale date which ever comes later) such employees may also elect the Normal

or Voluntary Retirement option and immediately retire on the first day of the month

following their eligibility for retirement.

Buy-Out:

Production employees electing for a Buy Out shall be eligible for a lump sum severance

payment equal to $1500 for each month of his/her service. The maximum amount of

severance pay is $40,000 less applicable withholding. Separation from GM/Nexteer

Automotive will be effective, “day one” post sale. Employee will relinquish all seniority

and rights under GM/Nexteer benefits plans (other than deferred vested pension benefits).

Skilled Trades employees electing for a Buy-Out shall be eligible for a lump sum

severance payment of $75,000 less applicable withholding. Separation from GM/Nexteer

Automotive will be effective, “day one” post sale. Employee will relinquish all seniority

and rights under GM/Nexteer benefits plans (other than deferred vested pension benefits).

Employees that accept the Separation Buy-Out will not be eligible for any of the Buy-

Down options identified in this M.O.U. Employees that accept the Buy-Down options

will not be eligible for the Separation Buy-Out. They will, however be eligible for the

One Time Signing Bonus. Payments under any buyout program are conditioned on a

release of claims satisfactory to Nexteer.

Memorandum of Understanding

Trade Combinations

The parties acknowledge that meeting skilled trades world class benchmarks will result in

having the most competitive, highly trained, and flexible workforce in the industry. The

parties further agree that the skilled trades language contained in the 2008 Skilled Trades

Reorganization Memorandum of Understanding, the Memorandum of Understanding

Skilled Trades Lines of Demarcation as well as the Memorandum of Understanding

Maintenance Skilled Trades Support of Quality Network Manufacturing contained in the

2008 Local Agreement between UAW Local 699 and Delphi Saginaw Steering Systems,

provides the necessary structure to achieve world class benchmarks.

The Local 699, Nexteer Saginaw combination of trades and the corresponding training

plan outlined in the 2008 Local Agreement have been submitted and approved by the

National Parties. The parties agree that the current language meets the spirit and intent of

the 2009 Modifications to the 2007 UAW-GM National Agreement.

The parties agree to retain the “Millwright Welder” Journeyman Classification. The

parties further agree to modify the 2008 UAW Local 699 and Delphi Saginaw Steering,

Local Agreement by eliminating language in section (C.) second paragraph, eliminating

section (D.) and modify section (H.) to reflect the retention of the “Millwright/Welder”

classification. The retention of this core classification will not affect the ability of

incidental work to be performed by another core classification in line with their assigned

job.

Remove current language in section (N.) and replace with the following:

(N.) Overtime hours for Machine Repair and Millwright/Welder will be equalized

separate in their respective plants. For the purposes of uptime work, either trade that is

assigned to a job during normal working hours, and continuation of work is required, that

trade will be allowed to work that day on overtime to complete the job.

Add “machine rearrangement” to (M.) second paragraph, second bullet. The purpose of

this addition is to clarify the assigning of trades work.

The parties further agree that a one –time “Retraining Completion Incentive” will be

given to the impacted skilled trade employees. Upon completion of the training required

for trade combinations the employees will receive a cash payment of $700. All on the job

training must be completed to be eligible for this payment.

MEMORANDUM OF UNDERSTANDING

VACATION HOURS

The parties agree that requiring employees to use their remaining vacation hours or lose

them is not practical from a business standpoint. The parties agree that any modifications

to the existing vacation language are unnecessary.

MEMORANDUM OF UNDERSTANDING

HOLIDAY SCHEDULE

Nexteer Automotive and the UAW agree to adopt the same specified holidays as agreed

to by General Motors and the UAW through expiration of this agreement. Upon

completion of the sale of Nexteer Automotive the following calendar will apply.

Nexteer Holiday Schedule

For 2010 – 2015

2009 – 2010 2010 – 2011

Nov. 16, 2009 Veterans Day (Observed) Nov. 02, 2010 Federal Election Day

Nov. 26, 2009 Thanksgiving Nov. 15, 2010 Veterans Day (Observed)

Nov. 27, 2009 Day after Thanksgiving Nov. 25, 2010 Thanksgiving

Dec. 24, 2009 Christmas Holiday Nov. 26, 2010 Day after Thanksgiving

Dec. 25, 2009 Christmas Holiday Dec. 24, 2010 Christmas Holiday

Dec. 28, 2009 Christmas Holiday Dec 27, 2010 Christmas Holiday

Dec. 29, 2009 Christmas Holiday Dec. 28, 2010 Christmas Holiday

Dec. 30, 2009 Christmas Holiday Dec. 29, 2010 Christmas Holiday

Dec. 31, 2009 Christmas Holiday Dec. 30, 2010 Christmas Holiday

Jan. 01, 2010 Christmas Holiday Dec. 31, 2010 Christmas Holiday

Jan. 18, 2010 Martin Luther King Jr Jan. 17, 2011 Martin Luther King Jr.

Apr. 02, 2010 Good Friday Apr. 22, 2011 Good Friday

May 31, 2010 Memorial Day May 27, 2011 Friday before Memorial Day

July 05, 2010 Independence Day May 30, 2011 Memorial Day

Sept. 06, 2010 Labor Day July 04, 2011 Independence Day

Sept. 05, 2011 Labor Day

2011 – 2012 2012-2013

Nov. 15, 2011 Veterans Day (Observed) Nov. 06, 2012 Federal Election Day

Nov. 24, 2011 Thanksgiving Nov. 15, 2012 Veterans Day (Observed)

Nov. 25, 2011 Day after Thanksgiving Nov. 22, 2012 Thanksgiving

Nov. 23, 2012 Day after Thanksgiving

Dec. 26, 2011 Christmas Holiday Dec. 24, 2012 Christmas Holiday

Dec. 27, 2011 Christmas Holiday Dec. 25, 2012 Christmas Holiday

Dec. 28, 2011 Christmas Holiday Dec. 26, 2012 Christmas Holiday

Dec. 29, 2011 Christmas Holiday Dec. 27, 2012 Christmas Holiday

Dec. 30, 2011 Christmas Holiday Dec. 28, 2010 Christmas Holiday

Dec. 31, 2010 Christmas Holiday

Jan. 01, 2013 Christmas Holiday

Jan. 17, 2012 Martin Luther King Jr Jan. 21, 2013 Martin Luther King Jr.

Apr. 06, 2012 Good Friday Mar. 29, 2013 Good Friday

May 25, 2012 Friday before Memorial Day

May 28, 2012 Memorial Day May 27, 2013 Memorial Day

July 04, 2012 Independence Day July 04, 2013 Independence Day

Sept. 03, 2012 Labor Day Sept. 02, 2013 Labor Day

2013 - 2014 2012-2015

Nov. 15, 2013 Veterans Day (Observed) Nov. 04, 2014 Federal Election Day

Nov. 28, 2013 Thanksgiving Nov. 14, 2014 Veterans Day (Observed)

Nov. 29, 2013 Day after Thanksgiving Nov. 27, 2014 Thanksgiving

Dec. 24, 2013 Christmas Holiday Nov. 28, 2014 Day after Thanksgiving

Dec. 25, 2013 Christmas Holiday Dec. 24, 2014 Christmas Holiday

Dec. 26, 2013 Christmas Holiday Dec. 25, 2014 Christmas Holiday

Dec. 27, 2013 Christmas Holiday Dec. 26, 2014 Christmas Holiday

Dec. 30, 2013 Christmas Holiday Dec. 29, 2014 Christmas Holiday

Dec. 31, 2013 Christmas Holiday Dec. 30, 2014 Christmas Holiday

Jan. 01, 2014 Christmas Holiday Dec. 31, 2014 Christmas Holiday

Jan. 20, 2014 Martin Luther King Jr Jan. 01, 2015 Christmas Holiday

Apr. 18, 2014 Good Friday Jan. 02, 2015 Christmas Holiday

May 23, 2014 Friday before Memorial Day Jan. 19, 2015 Martin Luther King Jr.

May 26, 2014 Memorial Day Apr. 03, 2015 Good Friday

July 04, 2014 Independence Day May 25, 2015 Memorial Day

Sept. 01, 2014 Labor Day July 03, 2015 Independence Day

Sept. 07, 2015 Labor Day

MEMORANDUM OF UNDERSTANDING

LOCAL AGREEMENT - C.O.A. SCORE

The local parties have met and reviewed the C.O.A. Score required by the language of the

2009 Modifications to UAW/GM National Agreement. The corporate score sheet

indicates that Local 699, UAW and Nexteer Automotive, Saginaw have met the criteria

established in the modification language.

MEMORANDUM OF UNDERSTANDING

ELECTRONIC FUNDS TRANSFER

In order to provide the convenience of immediate availability, added safety and

significant efficiencies the parties have agreed that upon ratification of the 2010

agreement, all payroll drafts will be electronically deposited into each employee’s

account at his/her designated financial institution on Friday of each week. Additionally,

all pay stubs will be mailed to the employee’s address of record. Employees who do not

provide the necessary information to implement the direct deposit process will have their

payroll draft mailed to their address of record.

This Memorandum of Understanding supersedes any and all local agreements or

practices regarding the method of and/or timing of payroll draft delivery.

The parties agree that once the sale of Nexteer is completed and the payroll function is

separated from General Motors the electronic transfer of funds required by the UAW-GM

Modifications to the 2007 National Agreement will be reviewed. A joint cost benefit

analysis will be conducted to determine if the electronic transfer and mailing costs are

more efficient and financially beneficial than on-site distribution.

MEMORANDUM OF UNDERSTANDING

WORKING HOURS

The parties agreed to modify Paragraphs 81-87 and Documents 1, 2 and 4 of the

UAW/Delphi National Agreement for Overtime Payment. Overtime will be paid after

the employee has forty (40) compensated hours in the employee’s working week. This

action will include the following:

Eliminates daily overtime for hours worked beyond eight (8) hours, until an

employee works in excess of the forty (40) compensated hour requirement

Credit toward the forty (40) hours will be provided for verified hours worked

while on union leave of absence pursuant to Paragraph 109

Pay time and one-half hours worked in excess of forty (40) compensated hours in

the employee’s working week, less all time for which holiday overtime has been

earned

Payment for cycle time is no longer applicable

Credit toward the forty (40) hours will be provided for verified hours worked

while on union leave of absence pursuant to Paragraph 109

Pay time and one-half hours worked in excess of forty (40) compensated hours in

the employee’s working week, less all time for which holiday overtime has been

earned

MEMORANDUM OF UNDERSTANDING

CRITICAL PLANT

The parties agreed to modify the Memorandum of Understanding on Overtime of the

UAW/Delphi National Agreement for Critical Plants. (pg. 258) The following provisions

will be made:

Paragraph 9 (d) – Employees that have vacation days pre-approved prior to the critical

plant will be granted the requested days off. Applications for transfer as described in

Paragraph 63 of the UAW/Delphi National Agreement will be suspended for all

operations identified as Critical for the duration of the designated status of Critical. Such

moves will be identified and honored after the operation is designated as normal

operation.

MEMORANDUM OF UNDERSTANDING

SHUTDOWN WEEK

The parties recognize that Nexteer Automotive has a broad customer base. The parties

further recognize that the flexibility provided GM/UAW plants in the 2009 Modifications

Agreement in scheduling the two week shutdown period may present a challenge to

Nexteer plant operations. It is for these reasons that the parties agree to discontinue the

Independence Week Shutdown language that is provided in any of the current agreements

that the parties may be signatory. The parties agree that paragraph 202a, 202b, 202c,

202d, 202e, 202f, 202h, 202i, 202k, 202l, 202m, of the 2003 UAW/Delphi National

Agreement will no longer apply. Shutdown scheduling will be flexible. The Fourth of

July Holiday language will remain unchanged by this agreement.

MEMORANDUM OF UNDERSTANDING

SUPPLEMENTAL UNEMPLOYMENT BENEFITS

This confirms that upon ratification, the parties agree to adopt the language in the 2007

UAW-GM Supplemental Unemployment Benefit Plan as modified by the Memorandum

of Understanding RE: Supplemental Unemployment Benefits dated May 16, 2009 as

found in the 2009 Modifications to the 2007 UAW-GM National Agreement. For

purposes of administering the MOU on Supplemental Unemployment Benefits, all

Nexteer employees will adopt the “Entry Level” provisions (for SUB plan

administration) and be eligible for a maximum benefit of up to 26 weeks. For purposes of

clarity, no Nexteer employees treated as Entry Level Employees shall be eligible for

benefits under the Transition Support Program.

Memorandum of Understanding

Appointed Representatives

The parties, having reviewed the Memorandum of Understanding RE: Union

Representatives dated may, 2009, agree that the recent re-deployment plan approved

locally in 2009 reflects the spirit of the M.O.U. regarding appointed representatives. The

plan eliminated the in-plant appointments and re-stated the continued enforcement of the

ratio of appointed (Document 46) representatives consistent with the Delphi-UAW

National Agreement.

In order to service the six (6) plants and a Central Service area the re-deployment plan

calls for a site wide Joint selection process. These representatives will be assigned to

Health & Safety Training, Suggestions, Maximo Administration and training

coordination and scheduling. These Jointly Appointed Representatives will also assist in

all other Joint Activities assigned them by the Key Four. If these positions were not

appointed they most certainly would have to hire people to perform these functions.

Memorandum of Understanding

IHT – JET Combination

The parties have recently agreed on a re-deployment plan for all the Joint resources at the

site. This plan called for the non-replacement of a JET and the sharing of Ergonomic

duties with the remaining two JETs at the Saginaw Site. Since the remaining two JETs

and the IHT service six plants and a Central Service area at our location the parties agree

that cross training these positions would not be effective at this time. If the employment

situation changes, the parties agree to re-visit this proposed combination.

Memorandum of Understanding

Health & Safety - Footwear

Slip-Resistant Footwear

Employees are strongly encouraged to wear slip-resistant footwear. Management will

provide a yearly voucher ($50) to be used in the plant stores for the purchase of slip

resistant shoes. If an employee chooses not to use the voucher in any of the contract years

the vouchers will be cumulative. New employees will be eligible for the voucher or

allowance after 90 days employment.

Safety Rule #25

Currently reads:

“Employees are prohibited from wearing open-toe, fabric, tennis, or

canvas shoes in the manufacturing or test areas.”

Language change:

“All employees will be strongly encouraged to wear footwear with slip-

resistant soles that fully covers their feet while in the manufacturing or test areas.

Prohibited footwear includes: open-toe (clogs, flip-flops, sandals), fabric, tennis, canvas,

or heels greater than 2 inches in height.”

Memorandum of Understanding

Shift Premium

The parties agree that a night shift premium will be paid on night shift earnings, including

overtime premium pay, for time worked on shifts scheduled to start in accordance with

the following chart:

Shift Start Time Shift Premium

On or after 6:00 A.M. and before 8:00 A.M. A-Shift None

On or after 2:00 P.M. and before 6:00 P.M. B-Shift 2.5%

On or after 8:00 P.M. and on or before 12:00A.M. C-Shift 5%

Once an employee’s regularly scheduled start time assigns them to, A-Shift, B-Shift or

C-Shift they will receive the designated premium for any hours worked prior to or after

their shift. This shift designation and the assigned premium will remain in effect for

company paid training, travel or event purposes.

MEMORANDUM OF UNDERSTANDING

ALTERNATIVE WORK SCHEDULE

INTRODUCTION

This Understanding is intended to improve the operational efficiency of various indirect

positions across the site, while maintaining the competitive cost structure necessary for

preserving jobs at the Saginaw Site.

Assignments for employees located at the Saginaw Site will be dependent on the current

needs of the business and could include but are not limited to the following:

Skilled Trades

Production Workers

The parties agree that in the event that the continuation of these activities at the Saginaw

Site by UAW represented employees is found to be uncompetitive, Management and

Union reserves the right to re-evaluate this Understanding.

OVERTIME ADMINISTRATION

The low man concept as described in the Overtime Administration Guidelines will apply

to employees within this group.

ALTERNATE WORK SCHEDULES

Management will give the employees a two week notice prior to implementation. The

parties also agree that in situations in which an alternate work schedule would be

beneficial, the Saginaw Site employees will be assigned to work an alternate schedule.

The parties agree that in the event that the continuation of these activities at the Saginaw

Site by UAW employees is found uncompetitive, Management reserves the right to re-

evaluate this Understanding.

Alternative Work Schedules may be developed to address unique operating issues.

Approval in writing is required from the National Parties prior to implementing any

locally developed alternative work schedule agreements.

PLAN A

Daily Overtime – The parties agree that circumstances may arise where it may be

necessary to exceed a daily ten (10) hour schedule or a weekly forty (40) hour work

schedule. The parties recognize that in implementing the AWS, provisions must be made

to ensure that corporate production requirements are met while at the same time

preserving the rights of employees to decline overtime. The provisions agreed to in the

“Overtime Administration Guidelines” as they reference “Required Overtime” shall

provide input in establishing the method for covering mandatory overtime requirements

and the development of an approved volunteer substitution list.

Traditional Schedule

Hours in access of nine (9) hours worked per shift shall be voluntary as otherwise

provided in this Memorandum of Understanding for an employee who shall have notified

Management in accordance with Paragraph 8. Saturday overtime shall be under Plan A.

*Exceptions to the above provisions:

(a) During any week in which any of the Holidays specified in Paragraph 203 of the

GM-UAW National Agreement fall, Management shall schedule the forty (40)

hour work week based on the regular eight (8) hour per day work week schedule,

Monday through Friday. In such event the paragraphs of the “Working Hours

section of the GM-UAW National Agreement shall apply

(b) During any week in which training is scheduled, Management may schedule the

forty (40) hour work week based on the regular eight (8) hour per day work

schedule, Monday through Friday. In such event the paragraphs of the “Working

Hours” section of the GM-UAW National Agreement shall apply

Alternative Schedule

Hours in excess of eleven (11) hours worked per shift shall be voluntary except as

otherwise provided in this Memorandum of Understanding. Employees may be required

to work Fridays; however, except as otherwise provided in this Memorandum of

Understanding, an employee who has worked two or more consecutive Fridays may

decline to work the following (third) Friday provided (a) the employee shall have notified

Management in accordance with Paragraph 8, and (b) the employee has not been absent

for any reason (excluding absences for which pay is received under Paragraphs [194],

[203], [218] and [218b] National Agreement) on any day during the week preceding the

Friday. Absences excluded under Paragraph (194) must be excused. Employees required

to work Fridays under this alternative schedule will work eight (8) hours. Any hours

worked on Friday beyond eight (8) will be voluntary.

Saturday and Sunday overtime, except as otherwise provided in this M.O.U., that is

worked on Saturdays and Sundays shall be voluntary and will be paid at the current

overtime schedule (time and half for Saturday & double time for Sunday).

Problem Solving

The parties agree that some operations due to volumes, machine related issues, excessive

changeovers, incorrect buffers or manning issues will cause customer interruption or

cause the loss of future business. In these instances both union and management agree to

thoroughly investigate the issues surrounding customer interruption or possible business

loss and to involve the affected work teams in resolving these issues. If scheduling

changes are required they should be implemented rarely and with the full consent of both

Union and Management and only after the above investigation and conditions have been

met. The employees will be given a two week notice prior to implementation.

Transfer-Deletion/Cancellation Process

The parties agree that a standard process that eliminates questions

regarding timing, validity, and process integrity will be put in place when

handling deletion/cancellation forms. The parties agree to add the following

language to the Transfer Agreement, Procedure, # (3)

All employee moves are effective on the Monday of each week.

Applications for transfers and deletions are required to be turned in

one week prior to the move. Therefore applications and deletions are

Monday thru Monday. These check boxes will be added to the transfer

application form stating the following:

Please delete all other transfer applications on file if my promotion is

honored. Exception being; Return to Former Group.

Please delete all other transfer applications on file if my Return to

Former Group is honored.

Suggestion Program

The parties agree that upon completion of the sale of Nexteer Automotive a joint team

will be assigned to design a new “Nexteer Automotive Suggestion Program” based upon

ideas from U.S. manufacturing facilities of similar size. The program will be designed to

provide incentives for employees to offer improvement ideas and share in the generated

savings if their ideas are implemented.

Until a new program is designed and approved by the joint parties the current Suggestion

Program as outlined in the 2003 UAW Delphi National Agreement will remain in effect.

MEMORANDUM OF UNDERSTANDING

PUBLICATION COSTS

The parties agree that publication costs related to contract ratification brochures/handouts

and the final documentation of the Addendum Reconciliation be covered by Nexteer

Automotive. These printed items will be of sufficient number to have a copy for each

represented employee at the Nexteer Automotive, Saginaw Site.

The parties further agree that a mutual understanding on incorporating the memoranda

included in the Addendum Reconciliation and Competitive Extension into the final

contract language must be reached prior to publishing the contract.

Per Diem Group leader M.O.U.

5/4/2010

In an effort to improve employee relations, flexibility and cost effectiveness of our

business needs. Management makes the following proposal:

Employees selected as Per Diem Group leaders will be assigned to a plant other than their

current assignment.

Any employee who has been transferred from a group leader position to a job

classification in the bargaining unit shall be credited with seniority as hereafter

established provided:

A) The employee previously worked on a job classification in the bargaining unit.

This shall also be applied to employees who were promoted prior to certification

of the union.

B) The employee’s employment with the Corporation has remained unbroken.

The seniority of such employee returning to the bargaining unit will be established as

provided below:

1. All seniority established prior to March 1, 1977.

2. All time worked in the bargaining unit subsequent to March 1, 1977.

3. All time worked in the group leader position subsequent to September 21, 1984

and prior to January 1, 2000.

4. All time worked in a temporary group leader position that does not exceed 24

months subsequent to January 1, 2000.

Such employee may be placed on a job in accordance with the provisions of the local

seniority agreement, beginning with the previous job the employee held in the bargaining

unit; provided however, that if such last previously held job is no longer in existence, the

employee may be placed in accordance with Paragraph (59). In no event shall such

employee be transferred to a bargaining unit job at a time when the employee has

insufficient seniority to be so placed.

Common Site Posting Plan A MOU

The parties agree to the following form to be used by Nexteer management for Plan A

postings across the Saginaw site.

Nexteer Automotive

Notice of Plan A Overtime

Week Dates_________________________ Saturday Date____________

Full____________ Partial_____________ All Employees in Dept. Employees will be notified on

individual basis.

Plant__________ Department__________ Shift__________

Management will advise employees involved if any changes are required in this

posting.

Management:_________________________________________

Date:______________________________ Time: ____________

MEMORANDUM OF UNDERSTANDING

PAYCHECK DISTRIBUTION

In order to provide the convenience of immediate availability, added safety and

significant efficiencies the parties have agreed that employees’ paychecks and paystubs

will be distributed onsite on Thursdays until further notice.

For those employees that elected direct deposit, all payroll drafts will be electronically

deposited into each employee’s account at his/her designated financial institution on

Friday of each week.

This Memorandum of Understanding supersedes any and all local agreements for

practices regarding the method of and/or timing of payroll draft delivery.

The parties agree that either party can give notice of review. At that time, a cost benefit

analysis to determine of the electronic transfer and mailing costs are more efficient and

financially beneficial that on-site distribution.