JOB SECURITY AND WORK OWNERSHIP. Over the years the company and the union have regularly addressed worker concerns over income and job security. Recognizing that employment levels will fluctuate with changes in the marketplace, the parties have negotiated programs to provide workers and their families with a measure of income security unparalleled in Canadian industry. Further, recognizing that longer term employment levels will be affected by in-plant changes in technology and the in-plant organization of work, the parties have negotiated programs to encourage attrition and thereby prevent or limit potential layoffs. During the 1990 negotiations, a milestone agreement on Job and Income Protection Program was reached by the company and the CAW which was intended to limit and prevent layoffs. The Agreement established a workable procedure to deal with the extensive structural change occurring in the industry at that time, and which clearly has continued to date. In 2008 negotiations the company and the union focused on the impact of outsourcing decisions and their impact on individual workers, their families, and their communities. Of critical importance to the union during these negotiations was the concept of "work ownership", defined as protection against the outsourcing of work which has been performed on a historical basis in a quality and efficient manner at reasonable cost. From a CAW perspective, work ownership was described as a principle intended to be consistent with on-going changes in the workplace. In keeping with this concept, the company advised the union that it will not outsource any major operations during the life of the Agreement. In addition, the company commits there will be no reduction in community1 employment levels as a result of outsourcing during the term of this Agreement.
JOB SECURITY AND WORK OWNERSHIP. Over the years, the company and the union have regularly addressed worker concerns over income and job security. Recognizing that employment levels will fluctuate with changes in the marketplace, the parties have negotiated programs to provide workers and their families with a measure of income security unparalleled in Canadian industry. Further, recognizing that longer term employment levels will be affected by in-plant changes in technology and the in-plant organization of work, the parties have negotiated programs to encourage attrition and thereby prevent or limit potential layoffs. During the 1990 round of bargaining, a milestone agreement on Job and Income Protection was reached by Chrysler and the CAW, which was intended to limit and prevent layoffs. The agreement established a workable procedure to deal with the extensive structural change in evidence in the industry at that time, and, which clearly has continued to date. In 1996 negotiations the company and the union focused on the impact of outsourcing decisions and their impact on individual workers, their families and their communities. Of critical importance to the Union was the concept of “work ownership”, defined as protection against the outsourcing of work which has been performed on a historical basis in a quality and efficient manner at reasonable cost. From a CAW perspective, work ownership was described as a principle intended to be consistent with on-going changes in the workplace. In keeping with this concept, the Company commits there will be no reduction in Vancouver Parts Distribution Centre employment levels as a result of outsourcing during the term of this agreement. Furthermore, during these negotiations, we reviewed our plans with the Union for the Vancouver Parts Distribution Centre (VPDC) in Vancouver and indicated that studies are in progress to determine the best role for Chrysler Canada in a global parts supply operation. In this respect we committed to review on an on-going basis information concerning globalization as it becomes available and its effect on the VPDC. We further advised the union that the present operating plan is expected to continue for the life of this agreement provided the demand for parts continues at current levels. The parties agree this commitment should serve to alleviate the real sense of insecurity prevalent among workers in today’s business setting. With this new sense of security, the parties believe workers may apply them selves to pursuit...
