As you know, the National Agreement provides for up to two (2) weeks of Vacation Shutdown during the prime time of the year, between Memorial Day and Labor Day, or, with the local union’s agreement, during other weeks more advantageous to plant operations. Please see the supplemental information regarding the 2017 Vacation Shutdown Weeks Schedule if your plant has been scheduled to be down.
We have included a chart to simplify the usage of required vacation entitlement. Any questions should be referred to your bargaining representative.
Supplemental Information Regarding the 2017 Plant Vacation Shutdown Weeks Schedule
Employee pay (EFT or paycard) for the PVSW will be provided as normal payrolls for the week(s).
Waiver of Pay
VE pay can be waived for the Plant Vacation Shutdown Week(s). If an employee wants to waive pay for approved time off, the employee must submit the “Waiver of Vacation Time Off Payment” card at least two days in advance of the scheduled time off and it must be for the entire period of approved time off. If ATO is credited to an employee and later used, the employee may request to waive pay in the same manner as described above by submitting the “Waiver of Vacation Time Off Payment” card.
Absence Coding in the Timekeeping Systems
The Group Leader is responsible for coding the absences in accordance with the requests & approvals for each employee. Absences should be coded using the advanced scheduling module of either GMTKS or Kronos.
Required Vacation Entitlement Usage
Temporary employees do not have Vacation Entitlement hours and should be coded L05 in PeopleSoft for the duration of the Plant Vacation Shutdown Week(s).
Employees entitled to Vacation Entitlement pursuant to Par. 191 will be required to apply such entitlement to the Plant Vacation Shutdown Week(s) as follows:
For plants that are not operating and a discipline occurs prior to a PVSW, and would otherwise extend into a PVSW time period, the disciplinary period will stop during the entire period of the shutdown and will resume when the plant resumes operation following the shutdown period.
Short Term Military Leave / Bereavement / Jury Duty
Employees on Short Term Military Leave, Bereavement, or Jury Duty during a PVSW:
– Those who are not scheduled to work will not be required to utilize VE on those days.
– Those who are scheduled to work will be handled in the normal manner.
7 Day Operators
7-Day Operators will be neither advantaged nor disadvantaged as a result of scheduled Plant Vacation Shutdown Weeks.
Alternative Work Schedules
Employees on alternative work schedules will be neither advantaged nor disadvantaged as a result of scheduled Plant Vacation Shutdown Weeks.
Skilled Trades – Subcontracting
The scheduling of Plant Vacation Shutdown Weeks does not relieve management of its obligations under the subcontracting provisions of the GM-UAW National Agreement. Therefore, if work has been contracted out due to a lack of manpower or insufficient time to complete the work, employees involved in those trades should have the opportunity to be fully employed during the shutdown period if we are to avoid possible grievances. If the work was contracted for other reasons (skills, equipment, cost), then the above considerations would not apply.
Plant Vacation Shutdown Week(s)
Local Management will notify the Shop Committee of its decision to schedule no more than two (2) Plant Vacation Shutdown Weeks, and will identify the specific week or weeks such shutdown will occur. Plant Management may schedule the Plant Vacation Shutdown Weeks to take place during any week between Memorial Day and Labor Day, or, with the local union’s agreement, during other weeks more advantageous to plant operations.
BENEFIT PAYMENTS DURING THE 2017 PLANT VACATION SHUTDOWN WEEKS
Sickness and Accident (S&A) Benefits
Sickness and Accident (S&A) benefits will be issued under normal weekly procedures during the Plant Vacation Shutdown Period. The GM Benefits & Services Center will be open to process claims, except for July 4, 2017.
Employees on sick leave during the Plant Vacation Shutdown Week(s), who are found able to return to work during the PVSW, will have S&A benefits suspended in accordance with existing procedures. Such employees should be scheduled for vacation and may be entitled to Holiday Pay, if applicable, for the remainder of the PVSW period following the suspension of S&A benefits, if otherwise eligible. However, if an employee becomes disabled during the PVSW and disability benefits are subsequently paid, any holiday pay/vacation pay the employee received for the same period is overpaid. The plant location and Sedgwick should coordinate to ensure any overpayments are properly determined and collected
S&A benefits for salaried employees should be paid only for the period covered by the supporting medical evidence in the employee’s S&A claim file. Salaried S&A checks will be processed under regular payroll guidelines.
Workers’ Compensation (WC) payments will be processed in the routine manner during the Plant Vacation Shutdown Weeks. The GM Benefits & Services Center will be open to process and pay workers’ compensation claims with the exception of July 4, 2017.
Supplemental Unemployment Benefits (SUB)
SUB benefit payments will be processed in the routine manner during the Plant Vacation Shutdown Weeks. The GM Benefits & Services Center will be open to process benefit applications with the exception of July 4, 2017.
Seniority employees, who are otherwise active and not at work during the Plant Vacation Shutdown Week(s) should generally be either on vacation or, in the case of employees entitled to less than 100 hours of VE (see above), on an unpaid leave, and not eligible to receive state unemployment compensation (UC) for the shutdown weeks. However, eligibility to receive UC, is determined by the State. If an employee receives both GM vacation pay and a state UC payment (including a state UC Waiting Week Credit) for the same week, you should be guided by Paragraph (202g) of the National Agreement regarding the recovery of the resulting GM overpayment.