Plant Chairperson’s Report

TPT PROGRAM – WORK OPPORTUNITY

An indefinitely laid off seniority employee may elect to displace a temporary part-time employee while on lay off for up to 60 consecutive months or a period equal to the employee’s seniority, whichever is greater.

In the event that there are more employees interested in entering the program than positions available, placement in the program will be determined by the seniority of the affected employees.

Seniority employees who displace temporary part-time employees shall, during the period they would otherwise be on indefinite layoff, be required to comply with the work schedule for temporary part-time employees.

Failure to be available on a consistent basis for work will result in the T.P.T. employee being removed from the roll.

BRAMPTON ASSEMBLY PLANT - HUMAN RESOURCES Posted in the Plant - March 5, 2008

Point of Clarification in regards to the application of the understanding in the letter above.

We have different levels of seniority groups being indefinitely laid off;

39 weeks SUB eligibility 52 weeks SUB eligibility 64 weeks SUB eligibility 104 weeks SUB eligibility

As each of these groups exhausts their SUB credits they could elect to displace the student TPT's and eventually the most junior employees in the program based on the number of positions available.

SMART / WOM Training Scheduled

WOM training has been scheduled to continue beginning the week of April 7 in order to complete each of the SMART expansion zones.

We will be conducting two classes of training per week for the month of April. Approximately 36 employees will be trained each week.

In the month of May the plan is to conduct four classes per week. This doubles the numbers to 72 employees per week attending the training.

Team Leader Posting

We are in the process of discussing and finalizing the timing of the Team Leader Job Postings.

There will be approximately 40 Team Leader Job Postings going up in the very near future, hopefully the next round as a result of the training.

The areas that will be included are:

Paint Zone 21 and 22 – 7 Team Areas Trim Zone 36 – 7 Team Areas Chassis Zone 46 - 6 Team Areas

Please note: All “A” Specialists in the expansion areas above should be aware that your jobs are subject to elimination and as a result you have full bidding rights.

Team Leader / Team Member Rate of Pay

The Company is in the process of paying the Team Leaders and Team Members in the Final Line Pilot Area their retro pay dating back to May 22, 2007.

VTEP Acceptances

The deadline for application for VTEP was February 22, 2008 and there were twenty four members who accepted the offer. Retirement Incentive

The deadline for application for the $70,000 Retirement Incentive is March 25, 2008.

Those who accept this offer will retire effective April 30, 2008.

JOB POSTINGS

There are 99 job postings on the board that will be open for bid from March 6, 2008 until March 13, 2008.

Cafeteria Food Service

As of March 10, 2008 the East Cafeteria, the West Satellite area will be closed.

The hours of service will be reduced.

Both of these are as a direct result of Chrysler no longer providing Aramark subsidy for food services. Note: A petition to retain operations of the East Cafeteria has been forwarded to the H.R. Dept.

Midnight Shift–Union Representation

We are entitled to a part time Union Representative from among the employees who work on the “C Shift.”

Until an election can be held there will be a temporary appointment. Please watch the Union Bulletin board for nominations.

In Solidarity, Terry Browne

** Notice to former Windsor employees** If you were a former Windsor employee and you are laid-off, you have two options. 1. Retain your Brampton Assembly seniority or 2. Return to your former plant (Windsor Assembly) with full accumulated seniority. If you choose to return to Windsor, your seniority at all other plants will be terminated. If you fail to make a decision, you will automatically retain your seniority at Brampton Assembly. Forms must be returned to the Employment Office by Thursday March 20, 2008.

Note: This is an interpreted summary of the official letter issued by the company. Please refer to official

documentation.

I am pleased to have the opportunity to be involved in the “Action Centre”. The last time we had to cope with the elimination of the third shift the action centre played a major role in serving our laid-off members.

Already, we have experienced the frustration of bureaucracy while waiting for a contract to be signed. While the location has not been secured we are still hoping to be able to report an address before Friday. If we are unable to announce the address we will post the address on the CAW Local 1285 website (http://www.cawlocal.ca/1285/)and follow up with a mail-out. Please make sure that your current address is on file and if corrections need to be made; forward the information to the benefits office. Lisa Contini (the Benefits Representative) and I are committed to work together and resolve benefit related issues.

We have made progress towards setting up the computerized information system. This is instrumental to the operation of the centre (thank you - Steve Noll). The “needs surveys information” (filled out during the “adjustment training course) have been entered into the system and the first group of “Peer Helpers” have completed “day 1” of their training. Please note that to register with the centre you must visit the Action Centre. Before you leave the plant check the “Employments Tips” located on the Union Information Boards at the entrances. To contact me regarding the Action Centre you may e-mail me at clp15@chrylser.com or you can leave a message at the CAW 1285 Union Hall. (905) 451-8310. In Solidarity,

Cammie Peirce

/vbcope343

As this is my first report this year, I must say that I’m really not looking forward to what this year may bring to us here at BAP. First we have some scattered lay offs, then the demise of the third shift and finally, contract negotiations are just around the corner. This is going to be a very volatile year. Never in my twenty years of working here have I felt so uneasy about contract negotiations. In the past twenty years we have been very fortunate not to see a strike. While I’m not saying there is going to be a strike, it would be wise to sock away some money, ‘just in case’. Since the announcement of the third shift ending moral is very low and people are stressed, to say the least. I was a committeeperson on C shift the last time the company ended the third shift. I know what some of those people went through; I’ve seen the effects that this can have. For some it may give the opportunity to follow a dream and a new, possibly more preferable career choice. For others, it will truly be devastating; I won’t sugar-coat it. Again this time around it looks like there will be an Action Centre to assist the people getting laid off. This was a God-send the last time around and many people used the services they provided. I heard a lot of good things about it and I would definitely recommend it. I will be displaying some information from my office at the centre to assist people just as my predecessor did the last time. Unfortunately when times become difficult, even minor issues can affect one in a major way. If there is any services my office can assist with whether it’s some referrals or if you just need to vent, feel free to come in or call, whether laid off, or not. I apologize for all of the doom and gloom, but unfortunately it is a sign of times, and it is what my office deals with. My office has moved and is now located down the hall just around the corner from the union office. It is across from the New Tech office and their training rooms. To report on last year’s business, last year I dealt with 31 harassment cases.

I also had 232 visits from people for Advocate issues. Many of these weren’t just one time visits, but in fact numerous visits. Not only were my advocate visits from women, but 21% of these 232 visits were from men. For those that still may not know, the women’s advocate job is to support and refer members, both women and men, to services in the community that will help them, their families and friends in whatever their given circumstance may be. I am on call 24 hours a day, 7 days a week for emergencies. I also am the female CAW rep for harassment/ employment equity issues as well. The Advocate referrals can be for a variety of issues such as: sexual assault, domestic violence and other forms of abuse, anger management, attempted suicide, depression, pregnancy, separation, divorce, counseling, stalking, mental illness, eating disorders, etc. Some of these referrals are actually free, if you know where to go. While I’m not a counselor, and don’t pretend to be, often people will come in not for referrals but instead just to talk or vent their frustrations. Many people just want to have someone that will listen to them in a confidential, non-judgmental way and show them a little compassion. If your looking for information, there are many brochures (over 170), covering a wide variety of subjects from disabilities, divorce, child support guidelines/rates, abuse, assault, elder/senior services, eating disorders, health, etc. -Free to all. In the years past, I have even been a resource for TPT and students, with information that I have had available for their school assignments. It is very hard to concentrate on your job if you are going through problems at home. It can affect your health, morale, job performance and attendance. The company and the union both realize this, which is some of the reasons why this position is here is the first place. It has been proven that the Women’s Advocate position actually saves the company money as people tend to get the help they need sooner to overcome their problems, thus creating less of an issue within the workplace. Therefore if you find yourself or your family in a predicament and would like to know the different options, referrals, or information for whatever your concern may be, feel free to pop by or give me a call.

Phyllis Foster 905-458-2522 or Ext. 2522

The results of the 2007 3R Waste Audit have been posted at all main entrances – since December 10, 2007. Posted along with the findings is a waste reduction work plan outline for 2008, included in this are; Targets, Points of Generation. Strategies/Activities and Time Lines. Our strategies could easily be summarized as the 3E plan. Evaluate, Expand and Educate. In December 2007 I did a tour of CEVA (where we send some of our waste/recycle items - across the street from our plant). I could not believe the amount of recyclable items that were being sent to landfill sites because of cross-contamination. To find the root cause; I did an audit of our recyclable dunnage bins (large orange bins) in TCF. What I found was in fact the majority of the bins on the floor were cross-contaminated. Even when the bins were placed next to each-other the recyclable items were mixed. On top of this, most of them also included regular garbage even though garbage bins were located near by. CEVA does not sort, we have our collection of recyclables set up on the floor in such a way that sorting of recyclable items should be done in-station as the parts are used. When this system does not work we evaluate and take the necessary steps to correct the problem. In some cases expansion is necessary; in all cases education is key. The truth is, the only way for this to work is for it to be driven from the floor by the employees; we have to want to recycle and put the effort into recycling. Natural Resources Canada (NRCan) has an employee awareness program (EAP) developed to support NRCan's Canadian Industry Program for Energy Conservation (CIPEC) based on employee input and feedback. This program has been available to the industry for well over a decade. They’ve had great success in thousands of companies across Canada. I have approached management to adopt this program and will spearhead this cause. Encouraging employee support and responsiveness is critical to building an energy-saving culture - one that is a driving force to using resources wisely.

Environmentally Friendly Michel Le Page - Environmental Rep

TRW strike ends Workers ratify contract that sees their

hourly wage increase from $11.25 to $15.00

A crippling strike is over and production at Chrysler's Windsor Assembly Plant has resumed, after workers at a key supplier plant -- TRW Automotive -- overwhelmingly ratified a deal for better wages and benefits Tuesday night.

"Let's get back to work," shouted CAW Local 444 president Ken Lewenza, following the ratification vote in the union hall on Turner Road.

Midnight shift workers at TRW Automotive returned to duty the same night, as did midnight shift workers at the Windsor Assembly Plant.

The TRW plant on Munich Court makes suspension frames for Chrysler minivans. Thousands of employees in the community were affected when about 175 TRW workers walked off the job last Thursday due to a breakdown in talks between union and company representatives.

After an impasse that lasted five days and saw round-the-clock picket lines, the two sides returned to the bargaining table on Tuesday morning, finally settling on a tentative agreement that afternoon.

The three-year contract -- the first for the newly unionized TRW workers -- features an immediate improvement in hourly wage from $11.25 to $15.

The improvement is retroactive to Sept. 30, meaning employees who've been receiving the old wage since then will get up to $2,000 in back pay, to be doled out in $1,000 installments.

"That was the toughest nut to crack," said Lewenza to the union membership.

Regular increases will further bolster the wage to $17 per hour by 2011.

Other highlights of the agreement include major improvements in health and insurance benefits, including a Green Shield drug plan that allows TRW workers to pay only $2 for each prescription.

There are also improvements in job security, pensions, paid holidays and contract language. "It's a very good first agreement, there's no question about that," said CAW rep Mike Renaud. Renaud said other supplier plants will be asked to match the pattern of this agreement.

Despite all the contract's features, the ratification vote wasn't unanimous. TRW workers accepted the agreement by a vote of 156 to 7.

Lewenza said he was surprised the vote wasn't 100 per cent in favour of the agreement. "It's an unbelievable collective agreement," he said. "I'm assuming the seven people that voted against it didn't spend five seconds on the picket line."

In the union hall, CAW Local 444 leadership received standing ovations from the assembled crowd.

Regarding the negotiations, Lewenza said CAW national president Buzz Hargrove "shook the tree" and made calls to those involved in the situation.

Lewenza also said Chrysler's involvement was crucial to ending the strike. He said Chrysler intervened in the talks and may have agreed with TRW to absorb the cost of the back pay.

But Lewenza then blasted the Chrysler corporation for refusing to give union members at the Windsor Assembly Plant short work week and supplementary unemployment benefits to compensate for their lack of work during the TRW strike.

According to Lewenza, Chrysler is withholding the benefits in an attempt to create division between union members at the Windsor Assembly Plant workers and union members at TRW. "You underestimated the ability of Local 444 to come together and put our differences aside until we get back to work," Lewenza said.

Lewenza said union stewards at the Windsor Assembly Plant will be addressing the issue immediately, and warned Chrysler: "And if you don't pay, count on all hell breaking loose."

Lewenza also warned that the CAW won't tolerate scab workers, referring to rumours that TRW was determined to bring in replacements in the midst of the strike. He urged the provincial government not to block anti-scab legislation. "This could've been another crisis in the community," he said. "This could've been another dangerous situation.... I say to the Liberal government: Wake up, man."

After his fiery speech, Lewenza said the CAW wants good relations with local employers. "We don't want another work stoppage. But we're not going to accept less (at other supplier plants)," he

said. "Hopefully, the struggle of the last four or five days will help us get through any future struggles."

Lewenza praised TRW workers who manned the picket lines during the strike, and for CAW members who supported the strike.

Calling the picket line an inspiration, Lewenza said the events of the past week have strengthened the union. "One more time in the community of Windsor and Essex County, the Canadian Auto Workers came together, shoulder to shoulder," he said.

Brianne Dufour, a 19-year-old line worker for TRW, was singled out by Lewenza as being a "giant" on the picket line.

"I stayed strong. I told everyone to stay strong no matter what," said Dufour, who voted in favour of the agreement. "It's exactly what we need."

Another picketer, Lorne Pike, 35, was teased by his colleagues for his chapped, reddened face. "It's windburn, dog," he explained.

Pike said the new agreement will help him take care of his 18-month-old daughter. "It'll be a lot more manageable, with the drug plan that they've given us now."

In a news release, CAW Local 444 said it will now turn its attention to members at other workplaces that supply the Windsor Assembly Plant -- HBPO, Dakkota and Oakley.

Jerry Dias, assistant to CAW leader Buzz Hargrove, said to union membership: "We have one hell of a fight, and I feel absolutely great about it."

Pay pending? The CAW says it has another fight on its hands because of the work stoppage at TRW, which shut down the Chrysler plant.

CAW Local 444 president Ken Lewenza said Chrysler has refused to pay short-week benefits to its 5,000 employees for the duration of the strike -- since the company sees the stoppage as union instigated.

But Lewenza said a supplier shut down and that Chrysler workers shouldn't be penalized. He said workers at GM plants temporary closed because of an American Axle strike in the United States receive short-week pay.

"Now we're forced to go to arbitration," Lewenza said. "But I have absolutely no doubt we will win in arbitration."

Short-work pay amounts to roughly 70 per cent of regular pay.

The Windsor Star

Country for Sale, Cheap (OBO)

Montreal-based Secor Consulting reported last week on the incredible ease with which foreign investors can buy Canadian companies. Their detailed study of global acquisitions since 2000 confirms that Canada is selling itself off faster than any other industrial economy. A total of 12 percent of the market value of corporate Canada has been sold to foreigners so far this decade – and the pace of conquest is accelerating.

Secor points the finger at Canadian securities laws, which reinforce the fire-sale mentality of many Canadian business leaders. Surely other government policy – in particular the fact we don’t seriously review most takeovers, even in crucial resource industries – is also relevant.

For example, Investment Canada was established in 1985 to ensure that foreign takeovers generate “net benefits” to Canada. Since then its scorecard is 1529-to-0 in favour of approving buyouts (not one has been turned down). Whenever a takeover is being pitched, Investment Canada won’t even publicly confirm that it is examining the case, let alone reveal the parameters of its phony benefit test.

The Secor study comes on the heels of more shocking data on foreign investment from Statistics Canada. Buried in its most recent review of Canada’s net investment position was a stunning (and so far unreported) nugget that speaks volumes about what’s happening to our country. During the third quarter of 2007 (most recent data available), Canada suddenly slipped back into net debt on its foreign investment account. In other words, for the first time in over a decade, foreign companies once again own more Canadian business, than the other way around.

Even as late as end-2006, Canada was still $75 billion above water. But last year’s rash of takeovers made quick work of that, and by the end of September we plummeted back to $5 billion in the hole. Since 2003, when soaring commodity prices ignited global interest in Canada’s super-profitable resource companies, a net $150 billion in new foreign investment

has flooded in – and the stampede shows no signs of abating.

For a country’s international accounts, this zinger is the equivalent of a government slipping back into deficit after 11 straight years of surplus: it ought to be front-page news. But in the context of a country that seems content to sell its economic heritage to the highest bidder, the StatsCan data is apparently just another dog-bites-man story.

There are many long-standing reasons to slow down this grand national sell-off, now being reviewed by Ottawa’s competition policy panel (set up last year in response to public concern over disappearing Canadian companies). Takeovers tend to eliminate high-value jobs (in head offices, in research and development, and even in secondary manufacturing and processing). They mean that fewer important decisions affecting Canada’s economy are made in Canada. And they commit us to an ongoing payment of profit and dividends to foreign owners that imposes a long-term drain on our balance of payments. But in my books there’s an even more important problem associated with the foreign capture of so much of our economy – one that goes far beyond the particular companies, and particular industries, which are being sold. The inflow of foreign money to finance those takeovers has been a dominant cause of the take-off of Canada’s currency, which also began in 2003. All that money rushing in to buy our companies pushes the loonie higher and still higher. It soared well above par again last week.

It is hot foreign demand for our companies, not our products, that is pricing us out of world markets for manufacturing, tourism, and tradable services. Our trade balance is eroding, our non-resource industries are imploding, and our national productivity is stagnating. This is all the result, directly and indirectly, of us being the only major country in the world to offer our oil and other resources up to the highest bidder – no muss, no fuss, no strings attached.

It’s time to take down the ‘For Sale’ sign that neoconservative governments have hung on our national door. Simply committing to seriously review foreign takeovers, and reject those that do nothing more than transfer control to foreigners, would knock our loonie back twenty cents. And it would assist us mightily in building a country that is more than just a resource-rich branch plant for the rest of the world.

Jim Stanford Caw Economist

E.I. reporting:

Production has resumed and we would like to make sure that anyone who was laid-off for one or two weeks between Jan. 21/08 and Feb. 2/08 has their E.I. claim set up or re-activated for this period. Anyone who received earnings (payments for your SPA and Workplace Awareness training or WOM training) for both weeks of the two week lay-off should not be applying for E.I. at this time. REMINDER: You have until Feb. 9/08 to file your application online.

We want to remind everyone that setting up or re-activating your claim is only the first step in processing and getting paid for your claim. Once E.I. has processed your claim you must file a report for the one or two week period that you were laid-off. Failure to file the report with E.I. will prevent your waiting period from being served and will prevent any payment from E.I. Failure to report will also cause a SUB overpayment which the Company will recoup from you.

Reports can be filed online at www.servicecanada.gc.ca or by telephone using Teledec at 1-800-531-7555. Remember that you need to have your access code that HRDC sent you when you first set up your claim to file your report.

E.I. Clawback:

We are approaching the Federal Income Tax filing season and many of our members will have a percentage of their E.I. payments for 2007 clawed back by the government. Any seniority employee who has a Social Benefits Repayment (E.I. clawback) amount may be eligible for reimbursement by the Company. Only Company earnings are taken into consideration in determining your eligibility.

To apply for the reimbursement you will have to fill out the Social Benefit Repayment (E.I. clawback) Waiver Form which is included with this Communicator. See back side. These forms will also be available in the Union Office. You must include a copy of your 2007 Notice of Assessment (this is sent to you by the government after you file your taxes) and a copy of your 2007 T4E with your signed application. For anybody who had WSIB payments in 2007, you will also have to include a

copy of your T5007 for that year. No application will be accepted without the necessary documentation attached. Note: Everyone who is indefinitely laid off must submit a SUB application form to receive SUB.

In Solidarity, Lisa Contini &Caroline John, Benefits Reps

Some Quick Facts

� The Local 1285 Web site is www.cawlocal.ca/1285. � Body shop overtime hours will be zeroing out after

March 10th. (Zeroing of hours may include the complete plant – this has yet to be determined.)

� The most junior person in the plant as of Mar 5th 2008 is (05/07/98, H3577) – This is subject to fluctuate.

� Sub applications can be handed in on the last day that you work or any time after. You can submit them to HR, the Benefits office or you can mail them directly to Windsor (The address will be on the SUB application).

� The Chrysler Brampton Assembly Unit Demands meeting will be at the CAW Local 1285 Union Hall 23 Regan Road, Brampton. Sunday, March 30th, 2008. Time 10:00 a.m.

� Preferential Hires: Seniority employees who wish to apply for preferential hiring opportunities at other Company plants covered by the Production and Maintenance Agreement during the term of the new agreement shall file an application for placement within six (6) months of layoff at their local Employment Office.

� Recall Rights: Employees on layoff from the Company have recall rights for a period of 60 consecutive months (5 years) or a period equal to the employee’s seniority, as of the date of the employee’s continuous layoff, whichever is greater.

Have a question, issue or concern that you want addressed? Have an announcement to be made?

Not sure if there’s any truth to the Rumour of the Day?

Write it down and put it in a suggestion box,

located on top of the blue kiosks/news stands or you can contact

Bill Turner, or John Fallis, CAW Communications at:

in-plant extension 2759 out of plant (905) 458 - 2759

E-mail wt14@chrysler.com

Social Benefit Repayment (E.I. Clawback) Waiver Form

“The undersigned hereby applies for reimbursement resulting from Social Benefit Repayment (E.I. Clawback). The undersigned agrees to provide evidence (such as, but not limited to T4E, Social Benefits Repayment Statement (Notice of Assessment), T5007 for W.S.I.B. earnings) as the C.A.W. and/or the Company may request, and hereby irrevocably authorizes the C.A.W. and the Company to use any such documents so provided in such manner as the C.A.W. and/or the Company may reasonably require in order to establish the undersigned’s entitlement to the amount to be reimbursed.” Name: ___________________________ Master #: _______________ (Please Print) Signature: ________________________ Date: __________________(MM/DD/YY)

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During this difficult period of time, the in-plant Brampton leadership wishes all 3rd

shift employees and their families the very best in the future.

Toll Free to the Plant 1 -800-463-3558

Ext. Representative Alternate Unit Chairperson 2865 Terry Browne

Dayshift District Rep. 5258 Maurice Kenny A Shift District Rep. 5172 Jaspal Brar B Shift District Rep. 2560 Doug Gerrard Zone 1 - A Shift - Final, Garage, Door 2867 Mike Fatovic Heather White Zone 1 - B Shift - Final, Garage, Door 2867 Karen Evely Ian Antrobus Zone 2 - A Shift - Paint, Chassis 2789 Wayne Hunter Ross Hunter Zone 2 - B Shift - Paint, Chassis 2789 Nick Mucciante Lori McGitchie Zone 3 - A Shift - Trim, Engine, Pallet 2863 Danny Price Chris Linger Zone 3 - B Shift - Trim, Engine, Pallet 2990 Cammie Peirce Tim Winfield Zone 4 - A Shift - Body 2591 Greg Collins Kevin Richards Zone 4 - B Shift - Body 2591 Lawrence Fillion Phil Allison Zone 5 - A Shift - Mat hand, GSO, PSO, Stamping, Insp 2916 Aldo Rea Al Nielson

Zone 5 - B Shift - Mat hand, GSO, PSO, Stamping, Insp 2916 Dave Worthman Gerry Hollett

WSIB 2878 Mohamed Zafur Patricia Johnston

Employee Assistance Rep. 2672 Willie Fulton

Benefits 2874 Lisa Contini Caroline John

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