This is for the purpose of clarifying the 2015 National Agreement Concerning temps with more than 90 days.
Temporary Employee Christmas Holiday Pay Rules
The following is the clarification reached between the parties concerning temporary employee Christmas holiday pay rules.
- Temps who are released prior to December 23, 2015 and will not be returning to work after the holidays, will not receive any holiday pay.
- Temps who are released on December 23, 2015 and will not be returning to work after the holidays, will receive 2 days of holiday pay.
- Temps who work on December 23, 2015 and return to work on January 4, 2016, will receive payment for all 7 holidays.
- Temps who are working at plants with scheduled down weeks either immediately preceding and/or immediately following the holiday break and so long as they work the last day prior to the holidays/scheduled downtime and return to work immediately after the holidays/scheduled downtime, will be eligible for pay for all 7 holidays.
- Temps working at a components plant impacted by a scheduled partial idling of operations either immediately preceding and/or immediately following the holiday and so long as they work the last day prior to the holidays/idling and return to work immediately after the holidays/idling, will be eligible for pay all 7 holidays.
Temps/Flex Converted to New Hire Status after August 26, 2015
We have also reached an understanding regarding the issues associated with temporary and flex employees who were converted to regular status during the 90 day period prior to the effective date of the new agreement. These employees were perceived as disadvantaged while they reestablished 90 days under the old contract, therefore in an effort to reach a solution to these issues, the parties agreed to “look back” and continue their holiday eligibility during this period. There will be no change in the health care eligibility nor modify seniority dates.
Management will identify the individuals who had previously worked 90 days as temps or flex and were converted on or after August 26, 2015. Those employees will be treated as if they had not lost any holiday eligibility. Adjustments may need to be made for some of the holidays that have occurred, and those employees will be eligible for holidays going forward.
If you have any questions, please contact your local leadership.
Vice President and Director
UAW General Motors Department