2023 SBU Language Index

MODIFIED SECTIONS& LETTERS

Sec/Ltr/Mem Subject Page

00 Agreement Date /Union List 1

00 Index of Units 3
Section 7 Right to Discipline 5
Section 24 Authority of Appeal Board 6
Section 45 Medical Cases 7
Section 52 Layoff Procedure 8
Section 66 Leave for Good Cause 12
Section 71 Holiday Provisions 16
Section 75 Eligibility
( 20
Section 76 Vacation Period 22
Section 99 Termination and Modification 24
Ml Salary Grades and Progression Application Supplement 25
M7 Special Arbitration Program 31
M8 Salary Classification and Grade Supplements 34
MlO Sourcing 52
M12 Return to Home Unit QC&E 65
M13 Health and Safety 67
M14 FCA-UAW Center for Employee Development 95
M15 FCA-UAWCenter for Employee Development Exhibit A 105
S2 Salaried Bargaining Unit Temporary Employees 107
L
 Sec/Ltr/Mem Subject Page
Letter 9 Plant Closing Moratorium 108
Letter 12 Employee-Retire New Vehicle Purchase/Lease Program 110
Letter 15 Sale of Operations 112
Letter 20 Discrimination and Harassment Prevention 113
Letter 23 Americans with Disabilities Act of 1990 117
Letter 30 Stellantis Production Way Employee Participation 119
Letter 56 Activities Rep - Kokomo ITP/Belvidere 123
Letter 60 Tuition Assistance Plan 125
Letter 65 Safety and Health Audits 129
Letter 67 Plant Vacation Shutdown 131
Letter 70 Employee Assistance Program 132
Letter 74 Employee Assistance Program Representative 136
Letter 93 Joint Activities Representative 139
(
Letter 100 Cooling off Period 141
Letter 108 Pre-Retirement Leaves 142
Letter 115 Product Purchase Programs 145
Letter 116 Resident Quality Engineers 146
Letter 122 Appeal Board Rules of Procedure 148
Letter 124 Equal Application Representation 152
Letter 136 Extension of Seniority Rights 154
Letter 148 Family and Medical Leave Act of 1993 155
Letter 149 Payroll Direct Deposit 157
Letter 155 Personal Information Security 158
Letter 160 UAW-Chrysler Scholarship Program Dependent Children 159

L Letter 169 Up-Front Lump Sum Payment 161

Letter 170 Local Technical Training Committee 163
 Sec/Ltr/Mem Subiect Page

Letter 186 Salary Bargaining Unit Placement Election to Hourly 165

Letter 194 Workplace Behavior 167

Letter 195 EAP Representative Internal Certification 168

letter 197 Placement and Workforce Utilization 169

Letter 199 Presence at Work 172

letter 206 30 Printing 176

Letter 229 Shift Premium for Working Sixteen (16) Hours 178

Letter 231 Work Assignment Disputes 179

Letter 233 Supplier Relations & Collaboration 180

Letter 234 Sourcing Administration 183

Letter 236 Salaried Bargaining Unit New Hire Plan 185

Letter 238 Schedule "A" 187

Letter 239 Sourcing & Job Security Commitment Letter 188

(
NEW LETTERS

Sec/Ltr/Mem Subiect Page

New M16 Job Security and Work Assignments Disputes 190

New Joint Public Health Committee 193

New Safety Summit 195

New Local Arbitration Program 196

New Veteran Job Opportunity 199

New Veterans with Service - Disabilities 200

New Cost of Living Adjustments 201

Dual Sourcing 204
L New

New Salary Bargaining Unit Outsourcing Moratorium 206

 Sec/Ltr/Mem Subject Page
New Make Buy Studies 208

r New Drug & Alcohol Program for Safe Workplace 209

New U.S. Investment 211
New Employee Engagement 214
New Payroll Deduction to Attain Company Vehicles 215

DELETED

Sec/Ltr/Mem Subject Page

Letter 138 Early Production Vehicle Driving 216
Letter 163 Metal Working Fluids 217
Letter 198 Performance Bonus 219
Letter 207 Hiring of Per Diem Nurses 222
(
Letter 208 Nurse Perceptor 223
Letter 210 Professional Affiliations and Required Licensing Fee 224
Letter 228 Clarification of Section 45(b) 225
Letter 237 Performance Award 226

L
 E/O&C

(0000) Agreement Date / Union List

Agreement Date I Union List

Agreements* Entered Into on This Si>tteenU=rBttyxxxx DaY.of December September.
204-923
Between FCA US LLC
(Hereinafter referred to as the "Company")
and, as to the Engineering Agreement,
the following Local Unions
United Automobile, Aerospace
and Agricultural Implement
( Workers of America

72 212 412 509 573

597 1212 1284 1302 1435
1761 1929 2149 723

and, as to the Office and Clerical Agreement,

the following Local Unions
United Automobile, Aerospace
and Agricultural Implement
Workers of America

72 75 125 186 212 946

230 422 573 597 889 868
1086 1212 1302 1435 1649
1761 1929 2149 2360 3039

International Union, United Automobile,

Aerospace and Agricultural Implement
Workers of America

(The said Local Unions and the International Union being hereinafter referred to collectively ~ ,/
f.1/¥p
..
1>1 ( ,q ( '2-3fv1I:H as the "Union.") JJF
//
1Wo/J o,
 (Note: The headings used in this Agreement and exhibits neither add to nor subtract from
the meaning but are for reference only.)

·There are two Agreements: Engineering and Office and Clerical. Unless otherwise
indicated, each provision set forth below is a provision of each of the two Agreements.
Where this is not the case, the provision is set forth as it exists in each Agreement.

1>? (,'-I
/z_) MDl-l--
L {)tJ
-ruJ
◊J
 E/O & C

(000) Index of Units

ENGINEERING
INDEX OF UNITS

1. Product Planning and Development (Local 412 - Unit 1)

2. Product Planning and Development (Local 412 - Unit 10)
3. Product Planning and Development (Local 412 - Unit 14)
4. Automotive Sales Group (Local 412 - Unit 32)
5. Chelsea Proving Grounds (Local 1284)
6. Belvidere Assembly (Local 1761)
( 7. Detroit Assembly Complex Jefferson (Local 412 - Unit 2)
8. Detroit Arntt-Nti~e5 (Loeol 412 UAi~67)
9. Warren Truck Assembly (Local 412 - Unit 17)
10. Arizona Proving Grounds (Local 509)
11. Kokomo Transmission (Local 1302 - Unit 1)

Indiana Transmission I (Local 1302 - Unit 1)

Indiana TfflnsffitsSieR-HKokomo Engine Plant (Local 1302 - Unit 1)
Tipton Transmission (Local 1302 - Unit 1)

12. Kokomo Casting (Local 1302 - Unit 4)

13. Toledo Machining (Local 1435- Unit 4)
14. Sterling Heights Assembly (Local 412 - Unit 51)
15. Detroit Assembly Complex Mack (Local 412 - Unit 9)
16. Advance Power Train Manufacturing Engineering (Local 412 - Unit 25)
17. Advance Stamping Manufacturing Engineering (Local 212 - Unit 77)

Manufacturing Engineering (Local 212 - Unit 77)

18. Sterling Stamping (Local 412 - Unit 7)
19. Warren Stamping (Local 412 - Unit 18)
20. Parts Division (Local 412 - Unit 23)
~4. Marys11illeA:ide(Local 412 Unil-r+j
2i1. Trenton Engine Complex (Local 412 - Unit 25)
22, DundeeEngine Plant(LQcal723• Unit 17}

L ~ rlrv!i) mm
~ on
(3)
 OFFICE AND CLERICAL
INDEX OF UNITS

1. Warren Truck Assembly (Local 889 - Unit 1)

2. Belvidere Assembly (Local 1761)
3. Chrysler Technology Center (Local 889 - Unit 74)
4. Detroit Assembly Complex Jefferson (Local 889 - Unit 3)
5. Mopar Vehicle Protection (Local 889 - Unit 4)
6. Detroit Assembly Complex Mack (Local 889 - Unit 6)
7. Dallas Parts Depot (Local 2360)
8. Kokomo Transmission (Local 1302 - Unit 3)

Indiana Transmission I (Local 1302 - Unit 3)

ktttteAe ~ Kokomo EogLM....e.Jant (Local 1302 - Unit 3)
Tipton Transmission (Local 1302 - Unit 3)

9. Kokomo Casting (Local 1302 - Unit 3)

10. Toledo Machining (Local 1435 - Unit 3)
11. Chrysler Pilot Operations (Local 212)
12. Warren Stamping (Local 889 - Unit 8)
13. Sterling Stamping (Local 889 - Unit 9)
14. Center Line Parts (Local 889 - Unit 10)
15. Marysville Parts (Local 889 - Unit 11)
16. New York Parts (Local 3039)
17. Boston Parts (Local 422)
18. Denver Parts (Local 186)
( 19. Orlando Parts (Local 1649)
20. Los Angeles Parts (Local 230)
21. Minneapolis Parts (Local 125)
22. FCA Transport, Inc. (Local 212)
23. International Supply Operations (Local 889 - Unit 12)
24. Sterling Heights Assembly (Local 889 - Unit 14)
25. Cleveland Parts (Local 573)
26. Milwaukee PDC (Local 75)
27. ~Hie Alcle-{toe~~
28. Trenton Engine Complex (Local 889 - Unit 7)
29. Atlanta Parts (Local 868)
30. Winchester Parts (Local 946)
31. Romulus (Local 889 - Unit 10)

7!>1/r'<!t; /hb}J
JJr 1!1r('J
L ,1tJ on (\
3

l~ '-\J')1
°'1'
(~)
 A
E/O&C

(007) Right to Discipline

The Company reserves the right to discipline any employee taking part in any
violation of Section (5) of this Agreement,J;irovided that no emP-lOY,eewill be dischargfilLQ.r
P-ermanentlY.reQlaced for refusal to cross a lawful R.Ciwfily_gicketJinethatis (1)sanctionedbY.
the Union or anotberlabor organization and (li) does not violate Section (5.)of this
8greement.

l0/30 /23
MD/+
L 01vJ
 E/O&C

(024) Authority of Appeal Board

The power and authority of the Appeal Board shall be limited to:

(a)--Matters involving the correctness of the classification of employees, and in any

such case the absence of a classification requested in a grievance from the list of
classifications authorized for use at the plant at which the grievance arose, shall not
preclude the application of the requested classification provided the requested classification
is an established salaried classification under this Agreement, and provided further that the
requested classification is a proper classification on the basis of the work performed, and

( (b)--Applying and interpreting the provisions of this Agreement and written Memoranda
and Letters of Understanding between the Company and the International Union that relate
to and supplement the terms of this Agreement but excluding Lener 9 Plant Closing and
Sale.Moratorium, Letter N-xx U,S. Investment, and Letter N-xx Outsourcing Moratorium
Section (~) as it relates to the moratorium on QU.tsc0.urcingof exist.ing~obs, and

(c)--ln proper cases, modifying penalties assessed by the Management in disciplinary

discharges and layoffs.

The Appeal Board shall not have authority to add to or subtract from or to modify any
of the terms of the Agreement or to establish or change any wage or rate of pay.

Any case appealed to the Appeal Board on whtch it has no power to rule shall be
referred back to the parties without decision.

"\v}J\ \Ol?Jt !iJ

A / 'v /JO /J)
A1?
( A
E/O&C

(045) Medical Cases

(a)--When an employee's absence from work is due solely to disability resulting from
sickness or injury and due proof of disability is given to the plant he will be returned to work
in accordance with his seniority and these rules as nearly as may be as if he had not
suffered disability, provided he passes the required medical examination. If the disposition
made as the result of any such medical examination is not satisfactory, the employee may
ask to discuss the matter at the plant with his Steward or Unit Chairman, and Management
will arrange for him to do so. tf a grievance on the matter is submitted, it may be referred to
Step 2 of the Grievance Procedure. The Unit Chairman may then take the grievance up with
the Labor Relations Supervisor or his designated representative. In proper cases, the
parties may jointlY.select an independent physician from the jetAtty seleeled panel of
physicians as maintained by the .:JointInsurance Goffiffiitlee tor Disabilily f::!_a.llQO.gj
Attendance Council to resolve the conflicting medical findings of the employee's personal
physician and the plant physician with respect to determining the employee's ability to
( perform the duties of the available work to which he would be entitled by seniority. The
selection of an independent physician by the Plant Management and the Local Union will be
made within seven (7) working days from the date the matter was referred to the Labor
Relations Supervisor or his designated representative. Costs will be paid by the Plant. If the
report of the independent physician places work restrictions or limitations on the employee
equal to or greater than those previously placed on him by the plant physician, there shall
be no retroactive pay. If the report or decision places work restrictions or limitations on the
employee which are less than those previously placed on him by the plant physician,
retroactive pay, if any, shall be limited to the period beginning with the day of the ftrutt
examine lion by selection of the independent physician and shall be calculated as provided
in Section (28).

The decision of the independent physician shall be final and binding on the Company,
the employee involved and the Union.

(b)--lf an employee claims he is unable to perform the duties of the available work to
which he would be entitled by seniority and Management disputes such claim, the issue
shall be submitted to an independent physician, provided consultation between the
employee's personal physician and the plant physician or physicians acting for the
Company does not resolve the conflicting medical findings. The independent physician shall
be selected by the Local Union and the Plant Management within seven (7) working days
from the date the dispute arose. The employee shall submit to a physical examination by the
independent physician who shall submit a written report of his findings and conclusions.
Costs of such examination shall be paid by the Plant. The decision of the independent
physician shall be final and binding on the Company, the employee involved, and the Union.
L ~
\0 ll9110
A 81+ 10)19)&J
 E/O&C

(052) Layoff Procedure

(a)--Plant Layoff Procedure. When there is an "indefinite layoff', the following

procedure shall be followed:

1. Probationary employees will be laid off on a unit-wide basis in such manner and
as expeditiously as is consistent with the continuous, efficient and orderly operation of the
offices or departments involved, provided that the laid-off seniority employee who displaces
the probationary employee is willing to accept and has the ability to perform the job.

2. Employees with seniority will be laid off according to seniority provided the
greater seniority employees are able to perform the available work. However, the Company
shall not be required to promote an employee at time of layoff unless he has previously
performed the higher-rated job and is able to do the work.

3. Local supplemental seniority agreements may provide that an employee in one

seniority group who thereafter is laid off, and who desires to displace an employee in
another seniority group as set forth in this Subsection shall, within two (2) weeks of notice of
such layoff, apply in writing to do so at his plant Employment Office. Such an applicant shall
be recalled within thirty (30) days after layoff or, if not recalled within that time period, at the
time lesser seniority employees are being recalled to the other seniority groups to displace
an employee with less seniority in another seniority group in the same classification or in a
classification that he previously held the work of which he satisfactorily performed, provided
he has thirty (30) days more seniority than the employee he displaces and he is qualified to
perform the duties of the employee he displaces. Employees placed under this Subsection
shall enter the new seniority group with full ranking for seniority, and their seniority in other
groups shall terminate. The Company shall have five (5) working days after the Union files a
written grievance in which to correct any error in the application of this Subsection.

Local engineering supplemental seniority agreements may provide that employees

assigned to engineering classifications who transfer from one noninterchangeable
occupational group to another noninterchangeable occupational group may continue to
accumulate seniority in their former noninterchangeable seniority group.

4. For the purposes of Paragraph 3., the phrase "in a classification that he previously
held" includes (i) classifications that appear on the employee's employment record, the work
of which he satisfactorily performed for the Company since his last date of hire, regardless
{__ of whether or not it was then a bargaining unit position, and (ii) a job in the unit, the duties of
whi:h;s;z,t;:: i::~~ description thereof, the employee satisfactorily performed in J;__; F "1/4;; 3

,1,J,.!l).rl (~) \\H.A9/J/l·t

 the unit although the classification does not appear on the employee's employment record in
his present unit. In the event of a dispute under this Paragraph 4., the employee's
employment record shall be controlling.

The provisions of Paragraphs 3. and 4. of this Subsection (a) shall not require any
change in the Company's practices or procedures with respect to recording the classification
of employees.

(b)--Temporary Layoff Procedure.

1. Employees may be laid off for five (5) working days according to seniority by
classification in each department. If such layoff exceeds five (5) working days, the Union
may request in writing the Plant Management to adjust the working force according to
seniority, by department, division, or occupational group. Plant Management shall then do
so within five (5) working days thereafter, unless said time is extended by mutual
agreement. During such adjustments, including those instances where it is anticipated a
number of such adjustments will occur on a regular recurring basis, Management will
endeavor to give consideration to retaining senior employees when time and circumstances
permit, or

2. Local Supplemental Seniority Agreements may provide that when there is a

temporary layoff, employees on each shift in each classification and in each department or
such groupings of departments performing substantially similar work as may be agreed
upon locally will be laid off as follows:

(a)--Probationary employees will be laid off.

( (b)--Employees with less than six (6) months of seniority will be laid off according to
seniority.

(c)--Employees with six (6) months or more of seniority will be laid off in the inverse or
descending order of their seniority with the most senior employee being laid off first provided
that the employees remaining at work have the present ability to perform the available work
without break-in. Employees will be advised of the expected duration of the layoff and their
scheduled return date. However, such employees may elect to remain at work and if able to
perform the available work will be permitted to do so in the same seniority order up to the
number of employees required. Employees laid off under this Subsection (b)2.(c) shall not
be eligible for placement in other plants of the Company pursuant to Section (54), Work
Opportunity for Laid Off Employees.

(d)--lf the expected duration of the temporary layoff is subsequently extended to a later
but definite date, employees laid off pursuant to Subsection (b)2. (c) above will be afforded
the option of returning to work on the date originally scheduled or remaining on layoff for the
duration of the extended period. An employee who elects to return on the originally
scheduled date will displace the junior employee on the shift in the classification in the
department.

(e)--(i) If it becomes necessary to recall employees laid off under Subsection (b)2.(c)
above prior to the date originally planned, they will be recalled in the ascending order of
their seniority with the most junior such employee in the department on the affected shift
and classification being recatted first.
(ii) If, after employees are laid off under Subsection (b)2.(c), it is determined in a department ~- fr(,
L that the layoff will be extended for an indefinite period of time, the workforce in the Ju' (j'c 0
•

13f /J/2.J Y>'ll>Jf ·--\\v\~ er/C(y

1-:
1~ o.d (11
r department including those employees on layoff will be adjusted within ten (10) working
days thereafter in accordance with Section (52) (a), Layoff Procedure-Indefinite Layoffs.

(f)--lf the duration of a temporary layoff is expected to exceed ten (10) working days,
the Local Union will be so notified. At the request of the Local Union the Management will
consider employees on atl shifts in a department as being on one shift for purposes of
Subsection (b)2.(c). In a temporary layoff of such expected duration, the Local Union may
request the Management to waive the Temporary Layoff provisions set forth in Subsection
(b)2.(c) and Management will reduce the working force according to the Indefinite Layoff
provisions as set forth in Section (52)(a). Either of such requests shall be made in writing
within twenty-four (24) hours of the time the Union is notified of the layoff.

(g)--Further, prior to each temporary layoff affecting fifty percent (50%) or more of
employees in each department, the Management and the Local Union may agree to
combine the existing shifts for the purpose of applying the inverse seniority concept. The
parties recognize the number of employees which can be interchanged between shifts will
vary between departments depending upon the nature of operations, the skills and
experience required, etc. Any such agreement must result in maintaining an experienced,
qualified workforce with the present ability to perform the available work without break-in. If
combining shifts prevents the twenty-four (24) hour notice of layoff required by Section (51 ),
such requirement is waived.

It is understood and agreed that the application of this provision shall be for temporary
layoffs that are scheduled to last one or more full weeks.

lf the International Union believes that in a particular plant the agreements set forth
( under this Subsection (b)2.(g) are being unfairly applied, they may take up any such
requests which it believes meritorious with the Corporate Union Relations Staff.

(c)--Engineering Group Layoff Procedure. The provisions of this Subsection (c) shall
only apply when employees, as set forth below, are placed on indefinite layoff.

1. Within forty-five (45) days after an engineering employee is placed on indefinite

layoff from his plant in the Detroit area (Wayne, Macomb and Oakland Counties), the laid off
employee shall displace the junior employee (provided such employee has twelve (12)
months less seniority than the laid-off employee in the same engineering classification in
another bargaining unit of the same group or in another plant in the same group and
bargaining unit if a bargaining unit consists of employees in two (2) or more plants),
provided, however, that this Agreement shall apply only as hereinafter designated:

Applicable
Classification Plant or
Grou12 No. Office Location

Stamping 311A and Sterling Stamping

3118,238 Warren Stamping, and
Advance Manufacturing StamQing Process Engineering
-----------t~,meering StompiAEJ
i,arsonnel

L
Car and
Truck
311A and
311B,
Warren Truck,
Detroit Assembly Complex Jefferson, Me-Detroit
Juf 1/G()5
Assembly Assembly Complex Mack
-\\.1.\_f9t!YJ
{L?J
1> rIs/-z-1
 ~g Heign,tsAssembly Plant and
Vehicle Process Engineering

2. It provided further that:

(a)--No employee in the Stamping Group as set forth in Subsection (c)1. above shall
displace a junior employee pursuant hereto unless both the senior and junior employees are
at the time in one of the following occupational groups in the same classification: Tool, Die,
Tool and Die Estimating, and has regularly performed the work of the junior employee and
has the present ability to perform the work.

(b )--No employee in the Car and Truck Assembly Group as set forth in Subsection
(c)1. shall displace a junior employee pursuant hereto unless he has previously satisfactorily
performed the work. It is further understood that the employees in classifications heretofore
described perform many distinct types of work, and no employee shall displace another
employee in said group unless he has the present ability to perform the work of the
employee he displaces. The determination of an employee's present ability shall not be
based exclusively on his having performed one distinct type of work.

3. The occupational groups within classifications described in Paragraph 2(a)

above of this Subsection (c) shall be deemed non-interchangeable for all purposes.

4. Employees who transfer to new plants or bargaining units, as herein before

provided, shall carry with them to the new plants or bargaining units, the seniority they had
( in the plants from which they are transferredand shall lose seniority in their old plants.

JcJF 1M>-J
1\J\\ c1/o0l~

L
on
r
E/O & C

(066) Leave for Good Cause

(a)--Leaves of absence for reasonable periods not to exceed one (1) year will be
granted without loss of seniority for good cause, such as personal illness or accident, death
or serious illness in the immediate family, pregnancy/parental leave, including leave for
adoption, jury duty, National Guard or military reserve training and elective or appointive
public office, and such leaves may be extended for like cause.

(b)--A leave of absence may be granted for a period not to exceed one hundred eighty
( (180) days if required for the purpose of traveling to a foreign country.

(c)--A leave of absence for a period not to exceed one (1) year without loss of seniority
will be granted an employee with one ( 1) or more years of seniority in order to attend a
recognized college, university, or trade or technical school full time, provided the course of
instruction is related to the employee's employment opportunities with the Company. Before
receiving the leave, or an extension thereof, the employee shall submit to the Company
satisfactory evidence that the college, university or school has accepted him as a student,
and on the expiration of each semester or other school term, shall submit proof of
attendance during such term. Such leaves may be extended for additional periods not to
exceed one (1) year each, provided the employee has not previously returned to work from
any such leave by displacing a seniority employee.

(d)--A leave of absence without loss of seniority for the period of the employee's
training will be granted an employee who accepts an invitation by the Peace Corps to enter
training for service with the Peace Corps. Upon completion of the training period, the leave
of absence will be extended without interruption and without loss of seniority for a period of
not less than one (1) year nor more than three (3) years for service with the Peace Corps
upon proper written notification to the Company by the employee. Before receiving the leave
for training, or an extension for Peace Corps service, the employee shall submit to the
Employment Office at the employee's plant satisfactory written evidence that the Peace
Corps has invited the employee to enter training or service.

(e)--A leave of absence without loss of seniority for a period not to exceed one (1) year
will be granted an employee who is elected or appointed to a full time position with the credit
union chartered by a state or the federal government to service primarily FCA US LLC
employees. Such a leave may be extended for additional periods not to exceed one (1) year
each.

~ q{,ol'2.,
'I
ot) mun (IJ-1 /?
r (f)--lt is understood that leaves of absence granted under this Section (66) shall be
granted only where the requirements of the plant permit and replacement employees are
available.

(g)--When death occurs in an employee's immediate family, i.e., spouse, parent,

stepparent, grandparent or great grandparent, parent, stepparent, grandparent or great
grandparent of a current spouse, child or stepchild, grandchild, brother, sister, stepbrother,
stepsister, half-brother or half-sister, an employee, on request, will be excused, and after
making written application therefor, receive payment for up to three (3) normally scheduled
eight (8) hour days of work, or up to five (5) normally scheduled eight (8) hour days of work
in the case of the death of an employee's current spouse, parent, child or stepchild,
(excluding Saturdays, Sundays and holidays, or, in the case of seven-day operations,
excluding regular off days and holidays, or as negotiated for an Alternative Work Schedule
(AWS)), during the period commencing with the date of death and ending with the tenth
normally scheduled work day after the date of death provided the employee submits
acceptable evidence of death and established relationship.

(h)--The employee shall receive Bereavement Pay for three (3) full working days or five
(5) full working days in the case of the death of an employee's current spouse, parent, child
or stepchild, on which the employee is absent during the period established in Subsection
(g).

Bereavement_Pay and Relationship Chart_

, Bereavement Relationship
( Relatlonship

;F
Pay , to

3 Days~ ~~~fE~1::f
if]1~£~Sf
if i(.· .~

Current Parent, Stepparent, Grandparent, Great

3 Days
Spouse Grandparent
. . -. . . . .--- - - - -·- --- ·- - - -·. -·-- ~ - -- --· ....
I 5D J__Employe__
e_ Current Spouse, Parent, Child or
I_ a~s _ "I _ _ ____ __ Stepchild

(i)--An employee who returns to work on or after the date of the funeral or memorial
service will not be eligible for Bereavement Pay for any subsequent absence in connection
with that bereavement. In the event a member of an employee's immediate family dies and
the funeral or memorial service is delayed, the employee may have the National Parties
review reallocating the total excused bereavement absence from work delayed until the
employee's normally scheduled working days that include the date of the funeral or
memorial service.

U)--Payment shall be made at the employee's straight-time salary rate including

applicable shift premium, but exclusive of overtime and any other premiums not specifically
included for any scheduled days of work for wh~chthe employee is excused (excluding
Saturdays and Sundays) and submits acceptable evidence of death and established
L relationship.

(k)--ln the event an employee is granted a leave of absence because of the illness of a
member of the employee's immediate family and such family member dies within the first

......
..A ~
 seven (7) calendar days of the leave, the requirement that the employee otherwise would
have been scheduled to work will be waived.

(I)--ln determining whether an employee on layoff or leave of absence may qualify for
bereavement pay on the occasion of the death of a member of the employee's immediate
family, the count for the bereavement period shall begin with the day immediately following
the date of death, rather than with the day of death under the current practice.

(m}--ln the event an employee's spouse of five (5) years or longer has predeceased his
or her parent, and in the event of the death of a parent of that former spouse, the provisions
of this Section will apply, provided the employee has not remarried.

(n)--Employees who are notified of a death in the immediate family and are otherwise
eligible for bereavement pay during a week(s) in which they were scheduled to be, or are,
on vacation, will not be charged vacation for the days, up to three (3) (or five (5) in the case
of the death of an employee's current spouse, parent, child or stepchild) total, in lieu of
bereavement pay which they would normally be entitled to, except for their non-work status
during such vacation week(s).

(o)--Notwithstanding the provisions of this Section, when the death of an employee's:

Uncle, Aunt, Sister-In-Law, Brother-In-Law, Daughter-In-Law, Son-In-Law, or Foster Parent;
a seniority employee, upon request, may be excused for one (1) day to attend the funeral or
memorial service. In order for the absence to be excused, the employee will be required to
notify Management 48 hours prior to the scheduled funeral or memorial service and a
( qualified replacement must be identified and scheduled, protecting the efficiency of the
operation. Additionally, the employee must submit acceptable evidence of death,
established relationship and attendance at the funeral or memorial service.

(p)--Notwithstanding the bereavement pay eligibility requirements of this section, this

will confirm our understanding that representatives of the UAW National Chrysler
Department and representatives of Union Relations Staff of the Employee Relations Office,
may discuss unique circumstances associated with the death of an immediate family
member to determine on a case-by-case basis the possibility of providing bereavement pay
to otherwise ineligible employees.

(q)--A seniority employee who is called to and reports for jury duty (including Coroner's
Juries) shall be paid for each day the employee reports for jury duty an amount equal to
one-fifth (115th) of the employee's base weekly salary, including applicable shift premium,
but exclusive of overtime and any other premiums, not specifically included on the last day
worked, less the jury duty fee paid the employee by the court in which the employee serves
(not including travel allowances or reimbursement of expenses), provided that payment
shall be made only for those days of the workweek the employee otherwise would have
been scheduled to work for the Company.

In order to receive payment under this Section, an employee must give the Company
prior notice that the employee has been summoned for jury duty and must furnish
satisfactory evidence that jury duty was performed on the days for which the employee
claims such payment. An employee who is called to and reports for an interview or an
examination to qualify the employee for selection to a jury shall be considered to have
performed jury duty and shall qualify for jury duty pay if otherwise eligible as provided
herein.

When any of the holidays designated in Section (71) of the National Office and Clerical
and Engineering Agreements fall on a day that an employee is required to serve on jury duty
'"'f3.
9 ( l1..l
(O
,-,.,.( .. ) ....... ,,
 in accordance with this provision, the employee shall, if otherwise eligible, receive pay for
such holiday and retain the daily jury duty fee paid to the employee by the court in which he
serves.

A third-shift employee will be excused from work on either the shift immediately
preceding the jury duty, or the shift immediately following the completion of the jury duty, at
the option of the employee. Such employee must notify their immediate supervisor of their
election prior to being absent from work.

This Section (66)(q) is not applicable to an employee who, without being summoned,
volunteers for jury duty.

TS q/c(i 5 0

on
l --)W/t}D,f
 CA
E/O &C

(071) Holiday Provisions

(a)--The holidays are designated as:

November 14-Q,204923 Veterans Day

November 28~. 204923 Thanksgiving Day
November294,204923 Day after Thanksgiving
December 23~. 204923 Christmas Holiday Period
December 242, 204923 Christmas Holiday Period
December 2eZ, 204923 Christmas Holiday Period
December2e~.204923 Christmas Holiday Period
December 2-7~. 204923 Christmas Holiday Period
Qeeomber ~o.2010 ~~~iday P:oriod
( Deeember 31, .2019 ChrislA'1os~olklay Per10e
January 1, 202G1 Christmas Holiday Period
January 2G.15.,20201 Martin Luther King, Jr. Day
Af!f1~March 29,2024 Good Friday
/\pril 13, 20208r,iril 1, 2Q24 Day after Easter
May 2eZ, 20201 Memorial Day
June 19. 2024 Juneteenth
s!t!l'f.1,
2Q20July__1, 2024 Independence Day ~oboer,,,od)
July---5,2024 Friday After Independence Day
September -72.,20204 Labor Day
November~~~. 2024 Federal Election Day
November 11, 202G1 Veterans Day
November 2e~. 20204 Thanksgiving Day
November 2-7~. 20201 Day after Thanksgiving
December 24J, 20201 Christmas Holiday Period
December2§4,20201 Christmas Holiday Period
December28~,20201 Christmas Holiday Period
December 296, 20201 Christmas Holiday Period
December ~27, 20201 Christmas Holiday Period
December 3.Q,..2.Q.2i .Christmas Period
Holk.ray
December 31, 20201 Christmas Holiday Period
January 1 , 2024-5 Christmas Holiday Period
January 18, 202120. 2025 Martin Luther King, Jr. Day
April 2, 2021~, 2025 Good Friday
Aprila. 20212.1,2Q2,Q Day after Easter
 May 31, 202126,.2.025 Memorial Day
June 18....2Q2.5: Juneteenlh
July 5, 2021!\, 2025 Independence Day (observed}
September 6-,20211.~ Labor Day
November 11, 20245: Veterans Day
November 25, ~02"127,2025 Thanksgiving Day
November 26; 202128 ,.2.Q2!! Day after Thanksgiving
December24,2024~ Christmas Holiday Period
December 27, 202125.~ Christmas Holiday Period
December 28, 202126,~ Christmas Holiday Period
December29,2024~ Christmas Holiday Period
December30,2024.5. Christmas Holiday Period
December 31, 2024.5. Christmas Holiday Period
Januart-1, 2026 Christmas Holiday Period
Janua(Y 2., 2026 Christmas HoHday Penod
January 17, 2022~. 2026 Martin Luther King, Jr. Day
April 16,20223.--2.02.6 Good Friday
April 18, 20226,.2.QZ§ Day after Easter
May 30, 202225,..2Q2§ Memorial Day
June 19, 2026 Juneteenth
July 4, 20223, 2026 Independence Day (Observeg)
September 6, 2022Z. 2026 Labor Day
November 8, 2022~. 2026 Federal Election Day
November 11, 20222 Veterans Day
( November 24, 2022§, 202..6 Thanksgiving Day
November 26, 2022Z, 2026 Day after Thanksgiving
December 26~2022-i,-2:Q.2§_ Christmas Holiday Period
December 27, 2022.5.,2.Q2.§ Christmas Holiday Period
December28,20222 Christmas Holiday Period
December 29, 2022§ Christmas Holiday Period
December 30, 20226 Christmas Holiday Period
December 31.2026 Christmsis Holiday Perio,d,
January ~.-202,H, 2027 Christmas Holiday Period {obsoFVod)
January 16, 2023§,..2.Q21 Martin Luther King, Jr. Day
ApAI 7, 2023March 26.2027 Good Friday
A~f#.4Q, 2~M,arch 29,.2:Q.21 Day after Easter
May~31, 2027 Memorial Day
Junej 8, 2027 June_teenthObse~
.Jtc1~d, 202a lndependenee Oay (Mm,day be.for,eIAdependonco Day)
July 4, 20235_,2027 Independence Day .(observed)
September 4, 20232,-2.QZI Labor Day
November
11..2.Q2Z Veterans.Day
November 25. 2027 Thanksgiving Day
November 26..2.Q2I Day AfterThanksgiving
December 24, 2027 Christmas Holiday Period
December 27. 2027 Christmas Holiday Period
December 28,2027 Christmas Holiday Period
~ember 29...2.Q.2Z Christmas Holiday Pedod
December
30...lQZZ Christmas Holiday Pedod

JJr
re/) ·i-() 5
 D~cember 31. 2027 Christmas
HoJllli!y~d
January17,..2.Ql.8 Madin LutherKing..J.r....Q.aY.
8prit 14, 2028 QoodFridaY,
8Rril 17, 2028 DaY,After Easter

(b)--Whenever Independence Day occurs on a Tuesday or a Thursday, the Monday before or the
Friday after will be designated as a holiday.

{c)--ln the event that a state or subdivision thereof either by law or declaration having the force of law
requires a plant closing in observance of a holiday: (i) which is not a designated holiday in this Section,
such state or local holiday shall be observed by the affected plant in lieu of whichever one of the holidays
designated herein Plant Management shall select; or (ii) on a date other than the date specified herein for
such holiday, the holiday shall be observed by the affected plant on the date the plant is required to close
in lieu of the date specified herein.

(d)--Employees who work on a holiday which is celebrated other than on Saturday or Sunday will also
receive their regular salary for such holiday.

(e)--Employees on the active roll on the holiday who received regular salary for the day preceding or
for the day following the holiday or received regular salary for the day preceding or the day following the
day the Company designates in lieu of such holiday or return to work from layoff or an approved leave of
absence on the Tuesday immediately following a Monday holiday, will receive their regular salary for such
day if they otherwise were available and scheduled to work on such observed or designated day.

(f)--Employees will be called in to work only in emergencies on the following days which are not paid
holidays under this Agreement:
Saturday, December 24,2~23, 2023
Sunday, December 22,--201924, 2,,02,3
( Saturday, December ~8,i!Bt930. 2023
Sunday, December 29, 2019 31.~
Saturday, December 26, 202021, 2024
Sunday, December 27, 2020 22, 2024
Saturday, January 2, 202:J.December 28. 2024
Sunday, January 3. 2021 December 29, 2024
Saturday, December 2-e,~27, 2025
Sunday, December 26, 202128, 2025
Saturday, January 4, 2022~ ...lQ:26
Sunday, January 2, 20221,.2.QZ.Q
Saturday, December 24, 202226,2.Q.2Q
Sunday, December 25, 202227 ,.2Q2§
Saturday, December 31, 2022Jao,.1ary.2,.2.Q.2.l
Sunday, January ~, 2023~. 2027
Saturday, December 2.5.2027
Sunday, December 26. 2027
Saturday, January 1, 2028
Sunday, January_.2, 2028

Employees shall not be disqualified for holiday pay, if otherwise eligible for such pay, if they decline a
work assignment on one or more of the above days.

The foregoing provisions shall not apply to employees assigned to (1) third shift Sunday night start
operations; &Ad (2) a sAift wl'llel'l s!arb 0A Ffleay aAd eeflliAues inla SabJFt1ey.

(g)--ln applying the provisions of this Section, when a holiday occurs on a Saturday or Sunday, and
the Company does not designate a day in lieu of such holiday, employees shall be granted a

l compensatory day off without loss of pay at such times during the following twelve (12) months considering
the wishes of both Management, the employee, and the efficient operation of the department concerned.
 The compensatory day to be granted such employee shall be designated within sixty (60) days of the
holiday.

In those situations involving the separation of employees, the following shall apply: (i) where there is
sufficient advance notice of separation for reasons of layoff, retirement, military service, approved teave of
absence or resignation, and the employees have not taken the compensatory day(s) for which they are
then eligible, they will be granted such day(s) on or before their last day worked; (ii) where employees are
separated due to the expiration of salary continuation, death or discharge, they will be paid any unused
compensatory day(s) for which they are then eligible by extending the pay-through date by the number of
such days.

L
(

E/O&C

(075) Eligibility

(a)--An employee will earn credit toward vacation with pay in accordance with the
following schedule:

tathe fimyearasa seniority emP-loyee,the emP-loyeewiUbe grant~d five (Q)vacation

days if hired R;riorto July 1st of the current year. An emRloyee hired on or after July 1st. but
before October 31sl of the c1.trrantyear will be granted three rn.) vacation days. Vacation not
utilized by December 31st of that year cannot be carried over. Enmloyee's vacation
eligibility will then follow the schedule below.

( Continuous Service on
December 31 of the
year during which the
vacation credit is earned Vacation

Up to 3 years .............1 working day of vacation for each month of credit up to a maximum of
1O working days of vacation.

3 years but less than

5 years ................ 1 1/4 working days of vacation for each month of credit up to a maximum
of 12 1/2 working days of vacation.

5 years but less than

10 years ............1 1/2 working days of vacation for each month of credit up to a maximum of
15 working days of vacation.

10 years but less than

15 years ............1 3/4 working days of vacation for each month of credit up to a maximum of
17 1/2 working days of vacation.

15 years but less than

20 years ............2 working days of vacation for each month of credit up to a maximum of 20
working days of vacation.

20 or more years .......2 1/2 working days of vacation for each month of credit up to a
maximum of 25 working days of vacation.

L 73 rV/4i
:(jR&J
 (b)--Credit will be earned only for those months in which an employee works at least
( five (5) work days. ff an employee who works five (5) work days in each of fess than ten (10)
months is entitled to a fraction of a day of vacation, he may take one half day of vacation if
the fraction is one quarter (1/4) day or one half (1/2) day; or he may take a full day of
vacation if the fraction is three quarters (3/4) of a day. Time spent on a scheduled vacation
or on jury duty as prescribed in Section (66)(q) while on the active roll or on short-term
military duty will be considered as time worked for the purpose of computing vacation
credits. Time spent on a disability absence for which an employee receives Salary
Continuation or disability absence due to a compensable injury or legal occupational
disease will be considered time worked for the purpose of computing vacation credits,
provided the employee works during the calendar year in which such credit is earned.

(c)--(i) If, as of December 31 of the year during which the vacation credit is earned, an
employee who was hired during such year had (a) at least three (3) months continuous
service and (b) worked at least three (3) months but earned less than five (5) working days
of vacation, he shall be eligible in the year in which vacation is taken for the number of non-
accrued vacation days sufficient to bring his total vacation days both earned and non-
accrued to five (5) working days.

(ii) If a laid off seniority employee is reinstated during the year in which the vacation
credit is earned and works at least three (3) months (whether continuous or not) but earns
less than five (5) working days vacation as of December 31, such employee shall be eligible
in the year that vacation is taken for that number of non-accrued vacation days sufficient to
bring the total number of his vacation days to five (5) working days less the number of
vacation days that were accrued during the year and for which he was paid at time of layoff.

( (d)--Non-accrued vacation days granted employees pursuant to Subsection (c) shall

be used only after all earned vacation for the year has been used. Unused, non-accrued
vacation days shall be forfeited if not taken in the vacation year at time of separation
irrespective of the reasons for the separation. No employee shall be entitled to non-accrued
vacation days prior to completing six (6) months of continuous service.

L
 E/O&C

(076) Vacation Period

(a)--Vacations will be granted at such times during the year as are suitable, considering
both the wishes of employees and efficient operation of the department concerned. Prior to
March 1 of each year, employees of each plant or office may request the period during
which they wish to take a vacation. If the number of employees who select a particular
vacation period exceeds the number who can be released without affecting the efficient
operation of the department concerned, the employees whose vacation requests are
granted will be selected according to seniority or by any other method mutually agreed upon
( by the parties. Upon request, the Unit Chairman may review the vacation schedules with the
designated representative of Management. Temporary employees may be utilized by
Management as vacation replacements.

(b )--Provided there is no effect on the efficiencies of the operation and the request
does not adversely impact the vacation schedules of other employees, vacation scheduling
in incremental portions of less than five (5) day increments will be permitted.

(c)--When a holiday is observed by the Company on a day during the Monday through
Friday workweek, or a day is designated during the Monday through Friday workweek by
the Company in lieu of holiday and such day occurs during a scheduled vacation, the
vacation will be advanced or extended one day continuous with the vacation.

(d)--A vacation (other than as noted in Subsections (e) and (f) below) may not be
postponed from one year to another and made cumulative but will be forfeited unless
completed during each calendar year. An employee who is on a Disability Absence for a
complete calendar year, and who returns to work in the year following a year of Disability
Absence, shall be entitled, in accordance with Subsection (78) (d), to the number of days of
vacation he earned in the year immediately prior to his year of disability, provided he has not
used or received pay for such vacation days.

(e)--An employee who is on Salary Continuation on December 31 of the calendar year

but has not taken all of that year's earned vacation, shall be allowed to postpone up to a
maximum of five (5) days earned vacation which must be used by December 31 of the next
calendar year and is not subject to the provisions of (f) below.

L (f) --An employee whose work schedule precludes taking earned vacation in the current
year for such business related reasons as product launch or year end closing will be
allowed to postpone up to a maximum of ten (10) days earned vacation subject to the
following conditions: (i) Management must agree to such postponement, (ii) the request
7> Cf(,,,(
"l"J

n..rl /hf)d
r does not adversely impact the efficient operation of the department or the vacation
schedules of other employees, (iii) any postponed vacation must be used by the end of the
fourth quarter of the next calendar year or be forfeited. Additionally, an employee may elect
to be R,.a1fl_out
a maximum of five (§) of the ROStponeddays in any increments of one
day.,For examQle. anemRloye~ ha..snin~(~) vacation days approved for postponement anq
chooses to be paid out four (4) of the day~

(g)--A vacation may not be waived by an employee and extra pay received for work
during that period.

(h)--No allowance will be made for sickness or other incapacity occurring during
vacation except that an employee prior to the first day of his scheduled vacation who is on a
Disability Absence, as defined in Section (82), or who, during his vacation, is hospitalized for
one or more full weeks, may, upon his return to work and upon presentation of due proof of
hospitalization or Disability Absence as required under Section (86), reschedule during the
current calendar year the number of days of vacation on which he was on a Disability
Absence or was hospitalized: provided, further, the rescheduling of such days of vacation
does not require the rescheduling of any other employee's vacation and does not adversely
affect the efficient operations of the department concerned.

(i)--Employees who have postponed vacation in accordance with the provisions of this
Section, in the event of layoff, transfer or termination, shall receive payment of unused
postponed vacation in accordance with the provisions of Section (78).

~ q(Co(-iJ
DP/iJJJJf
-tW

l
 A
E/O&C

(099) Termination and Modification

This Agreement shall continue in full force and effect until 11:59 P.M., Seplember--14,
~8gril 30, 2028.

(a)--lf either party desires to modify, amend or terminate this Agreement, it shall, sixty
(60) days prior to September ~4. 2023l1Rril 30, 2028, give written notice of its intention as
provided in Section (100). Notice to modify or amend shall set forth the nature of the
changes desired. Any amendments that may be agreed upon shall become and be a part of
this Agreement without modifying or changing any of the other terms of this Agreement. The
giving by either party of such a notice to modify, amend or terminate shall terminate this
Agreement at 11:59 P.M., ~ffiber 14, 20~3ARlil3.Q,.2.Q2.fl.
( (b)--lf neither party gives a notice to modify, amend or terminate as provided in
Subsection (a), or if each party giving a notice to modify, amend or terminate withdraws
such notice prior to 11:59 P.M., Septeffiber 14, 20238P.:ril30, 2028, this Agreement shall
continue in effect from year to year thereafter subject to sixty (60) days' written notice by
either party to modify, amend or terminate this Agreement as provided herein prior
to September 148p..i:il.JQof any subsequent year.

I0/'3o/23
!YID)}

1W
(

E/O&C

(M-01) MOU Salary Grades and Progression Application Supplement

M-1

SALARY GRADES AND PROGRESSION

APPLICATION SUPPLEMENT

This Memorandum of Understanding supplements the current National Office and Clerical
and National Engineering Agreements between FCA US LLC and the INTERNATIONAL
UNION, UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT
( WORKERS OF AMERICA (UAW), and certain of its Local Unions as follows:

(1) Salary Grade Systems

Salary grades are numbered in a consecutive series for all classifications. Automatic
Progression increases have been provided for all grades.

Employees frem m-fnlffiliffi of lhc wOfJe-+ange.~uHess U:i~m wceltly

wage, wiH-reeeh,ea ,va9e ~tegre:;sioA iA0Feaseaffleunt ef 3% eAnueUy~
a11AivierseP;of the emp_krr§e'§QQrnoreteservjQ~date once lhe employee hos-earned twelve
1

(12) ffion~S>-of-erediteeservice siAee--l'lisleM increase. pr-evieeeH cloes nol~,EOOCd--O~e

~•celdy-wo9e fer U:iatsalaried ~r-oE!e.E:ffipleyeeswithiA 0,iFee~eFeeAl(3%) of the
ffiaW:iffiufAsalary rote w·ill be eligible for a eombinolion increase ond lump sum payment
totaling three pement (3%). Employees who l=IO'o'CFccervedeilher a Pl=loseup or o
PFomotionalincrease during the cli-gieiMy-yeerore-Ret-efigible--foro wage progressiOA
iAercose. ~or o~e purpose oreompuling pFOgressioninereeses, credit ·•·•·illbe emned only for
those months in which en emr,loyse wor-lcsthe ma;ority ef wefl{elay::rinUm ffi0Ath. Days
wol'IH~dwill include rcgular-¥E1eeUons1:md en days aotuolly wofhed in lhc MoRdoy thr~
f:ride·1 werl(wee!(. Q'dertime days for 't1i'AichSalary ConlinueUon payments aFe mode, or
other-absence ••• ,mflot be eoAs-ieeredes dsys weF!tfld:.-
(i2) New Hires

An employee will be hired at the minimum of his classification unless Management

L determines that an employee's qualifications and experience warrant a higher salary. For
New Hire progression purposes, Letter 236 Salaried Bargaining Unit New Hire Plan shall
apply.
(
(34) Transfers--lntra-Plant

An employee transferred within a plant or office in the same bargaining unit or under
the provisions of the Group Layoff Procedure regarding the placement of certain laid off
Engineering employees will be transferred in accordance with the following provisions:

(a)--Within the same grade. An employee transferred from one classification to

another classification in the same grade will be transferred at the employee's current salary~
and all credited time accrued in lhat g@de will be applied ~ef pl'ogfe55ie~f'Hl=tc
progressiofl mn~

{b)--To a higher grade. (i)--An employee promoted from one grade to a higher grade
will be paid not less than the minimum of the higher grade. If such increase is less than
four percent (4%) for an employee promoted to grades 2 through 8, the employee's salary
will be increased to provide at least a four percent (4%) increase. If such increase is less
than five percent (5%) for an employee promoted to grades 9 through 18, the employee's
salary will be increased to provide at least a five percent (5%) increase. Notwithstanding
any of the foregoing, in no case will the employee's salary be increased above the
maximum for the grade to which the employee is promoted. The employee will-begin o Row
progression period effective 'Nilh lhe date of transfer.

Employees who received either a Phase-up or a Promotional increase during the eligibility
year are not eligible for a wage progression increase.

( (i) The provisions of Section (4)(b) are applicable only to an employee's initial
promotion to a higher grade. Accordingly, Section (4)(b) is not applicable to an employee
who, as the consequence of a reduction in workforce, is transferred from one grade to a
lower grade and who is subsequently transferred either to a higher grade lower than the
highest grade previously held or to the highest grade previously held provided the time
lapse between the transfer to a lower grade and the transfer to the higher grade does not
exceed five (5) years. In such a case the employee's salary is to be determined with
reference to the applicable Sections excluding Section (4)(b).

(ii)--A salary increase calculated as provided in Section (4)(b) will also be applicable to
an employee who is reclassified from a classification in one grade to a classification in
grades 2 through 18 as the result of a determination that the work performed by the
employee warrants the application of such higher classification.

If Management determines that an employee's qualifications and experience warrant a

salary higher than the salary resulting from the application of Section (4)(b)(i) above, they
may at their discretion increase the employee to a higher salary in the new grade.

(iii)--Temporary transfer. When an employee is assigned for a temporary period to a job

which is classified on a higher salary grade than the employee's regularly assigned job and
such temporary assignment exceeds one (1) week, the following provisions shall be
applicable:

(1)--Temporary job assignments are intended to cover such situations as coverage for
fluctuations in workloads, replacements for employees who are absent from work because
of vacations, short-term illness or other short-term leaves of absence.
L
(2)--An employee so transferred will be advised in advance of the temporary nature of
such assignments and will be reclassified to the higher classification and grade, and the

,{)~
~,-t"W• .,,) ~ Dt+
-
r employee's salary rate shall be adjusted in accordance with Section (4)(b)(i) of the Salary
Grades and Progression Application Supplement.

(3)--An employee who is transferred to a temporary position which is on a higher grade

and who within one hundred twenty (120) days of such transfer is transferred again to the
grade from which the employee was transferred shall, upon transfer to such lower grade,
receive the same salary the employee received in the lower grade immediately prior to the
employee's transfer. If an effiployeo is eligible for aEJditionalpmgfcssion ineFeases,upon
l:ransfcr to the lmvor grade, the time spent in lhe higher grade will be efedited toward
eompleliORof the fet':luireee,edttee time tower-EtU,e AC)ttprogre~trlowe~
~-eEle-:-
(4)--An employee who is transferred to a temporary position and who exceeds one
hundred twenty (120) days on such job and is then transferred to a lower grade shall have
the employee's rate determined in accordance with Section (4)(c), to a Lower Grade, of the
Salary Grades and Progression Application Supplement.

(c)--To a lower grade. An employee transferred from one grade to a lower grade will
be transferred:

1. At the same salary if the employee's current salary falls within the pre9res9iort-OF
~ range of the lower grade. eAd a Ae'ft'progressioA period begins efiee~i.•e'Hil'Ht-'ledale
of transfer.

2. To the maximum salary of the lower grade if the employee's current salary
( exceeds the maximum.

3. An employee who is transferred to a higher grade and, at the employee's own

request, is transferred again to the grade and classification from which the employee was
promoted, shall receive the same salary earned in the lower grade immediately prior to
promotion and the time and salary on the higher grade shall not be used for subsequent
transfer and salary determination.

4. An employee who is transferred to a higher grade and classification and who,

within six (6) months of such transfer, is transferred again to the grade and classification
from which the employee was promoted due to the employee's inability to satisfactorily
perform the work of the higher grade, shall, upon transfer to such lower grade and
classification, receive the same salary the employee earned in the lower grade immediately
prior to his promotion and the time and salary on the higher grade shall not be used for
subsequent transfer and salary. If the employee is eligible-for--oddilional
progression increases, ttpon tmnsfor to lhe lov't'ergrade, t¾'te-t1mespeAt in the higher grade
be credited toward completion of tt:teFe~ired oretiUed fo:r:tele'Naretthe nei.:t
w-111
progression increase in the lo•.•teF
grade.

(d)--To a higher grade previously held. An employee transferred to a higher grade

previously held by the employee shall be transferred either at the same salary earned when
previously on the higher grade, or at the employee"s present salary rate, whichever is
higher, aAd sl9etl reeeive Ol'CdilfoFtift'le aeerued ~owoFd~heAeil!:tprogFess:oAincrease t~ol
the employee eamed '#hen pFe-viouslyemployed on the t:ligher grade, provided the
employee was actively employed on the higher grade within the past five (5) years.
L (e)--To a higher grade lower than the highest grade previously held. An employee
transferred to a higher grade which is lower than the highest grade previously held by the
employee in the past five (5) years shall be transferred at the salary earned when previously
r employed on the highest grade, but not to exceed the maximum of the new grade, or at the
employee's present salary, whichever is higher, but the employee will not be credited with
any accrued progression time.

(f)--To a grade higher than any grade previously held. An employee transferred to a
grade higher than any grade previously held shall be transferred in accordance with Section
(4)(b), Transfers--lntra-Plant. The salary to be used in calculating the new rate shall be the
higher of either the employee's present salary or a salary determined in accordance with the
salary earned in the highest grade previously held, provided the employee was actively
employed on that grade within the past five (5) years.

(g)--Reinstatement from layoff. An employee reinstated from layoff, either hourly or

salary, at a plant or office or bargaining unit from which the employee was previously laid
off, shall be paid a salary determined in accordance with Section (4), Transfers--lntra-Plant.
An employee recalled from layoff to the same classification and job at a plant or office or
bargaining unit from which the employee was previously laid off shall have the employee's
salary at time of recall determined in accordance with the salary earned when previously
employed on the classification and job, provided the employee was actively employed on
the classification and job within the past five (5) years. If the employee has not been actively
employed on the classification and job within the past five (5) years the employee's salary
shall be determined in accordance with Paragraphs (a), (b) or (c) of Section (5), Transfers
and Placements--lnter-Plant.

(~) Transfers and Placements--lnter-Plant

( An employee transferred from one plant or office to another plant or office or from one
bargaining unit to another bargaining unit [except, (a) those employees transferred with their
operations under the provisions of the National Agreement, (b) employees transferred under
the provisions of the Group Layoff Procedure regarding the placement of certain laid off
Engineering employees, (c) employees laid off from one plant, office or bargaining unit and
hired or subsequently reclassified at another plant, office or bargaining unit on a same
classification which they held in the past five (5) years at the former plant, office or
bargaining unit, or (d) employees recalled to their former plant, office or bargaining unit in
line with their seniority will have their salary determined in accordance with Section (4),
Transfers--lntra-Plant or an employee laid off from one plant or office and hired at another
plant or office or laid off from one bargaining unit and hired at another bargaining unit, shall
be transferred or hired in accordance with the following provisions:

(a)--An employee whose salary at the time of transfer or layoff was less than max tfte
ter3 l)fOQfCSStOArate for the new grade shall be paid a salary determined in accordance with
the foregoing provisions of Section (4 ), Transfers--lntra-Plant.

~e-s-~-effl-plo·,ee-whese saJai:yal l~e ttrne of traAsfer er layoff was iA

c:>Eeessef tt-tc ffitltt top pr-ogfession rale aAd Rot in e)(eess of the midpoint of the ne,•, g,~11:le
shall receive the employee'9 preseRt salary.

(be) AA emf)loyee w1'ose c,a1aryat time of tmnsfer or leyeff ·•"os iR e~wess of H11e
midpoint of the salary ffiA!iJeof the gfa(:je to whiets,lhe emr::iloyeeis being transfoffed er
~t-e~H be rcdoeed ~less U'1aft-themidpoiAt, l:IAless the le1:3paae~FesaieA,sale
OJiEeeeasthe FAidl)OiAt-iA 'NhieRe¥ent O,e emptoyee shall be paid either the emf)loyee's
c1:1rnmtsolar,, if il is al er below tl:lc tor, pregressiet'l--fOte.ef not less O't8f't-t4le4et:)
f3,fGgfessieFt-f&te-if 1ee·s e1:mentsalefY is above the top progressioA fate. A salaf)>'
lhe e1"T113le
1

above lhe-FHidpoiRtof the grade may be authof'i2ee ·.vhere Monogement determiAes that the
 employee's qualifieoUon&o<'\dC!<pcrlett~~a-~i:-oolory. In no--eas~!-1-aA
Cfflployce be pai,do--s-aleryin C>tcessof lhe fflO:lEiffluA1
sa-leryfor U,e gFede.

(b.d)--To a higher grade previously held. The salary earned by an employee when
previously employed in the higher grade shall be used in determining the appropriate salary
upon transfer or hire from layoff under the provisions of Paragraphs (a), (b) or (e) above,
provided the employee was actively employed on the grade within the past five (5) years.

(~e)--To a grade higher than any grade previously held. The salary earned by an
employee in the highest grade previously held shall be used in determining the appropriate
salary upon reclassification or hire from layoff under the provisions of Paragraphs (a),tb) er
fe} above, provided the employee was actively employed on the grade within the past five
(5) years.

(fg)--To a higher grade which is lower than the highest grade previously
held. The salary earned by an employee when previously employed in the highest grade
shall be used in determining the appropriate salary upon reclassification or hire from layoff
under the provisions of Paragraphs (a), (b} Of (e) above, provided the employee was
actively employed on the highest grade within the past five (5) years.

--(69£)--Subsequent reclassification to a higher grade which is lower than the

highest grade previously held. An employee who is reclassified, subsequent to initial
entry at a plant or office, to a higher grade which is lower than the highest grade previously
held at a former plant or office shall be paid a salary determined in accordance with
Paragraphs (a), (b} of (c) above, provided the employee was actively employed on the
( highest grade within the past five (5) years.

(h!)--Reinstatement from layoff. An employee reinstated from layoff, either hourly or

salary, at a plant or office or bargaining unit other than the one from which the employee
was laid off shall be paid a salary determined in accordance with Paragraphs (a), (!:)) or (e)
above.

(~) New Career Fields and Transfers from Hourly to Salary

(a)--lf an employee transfers to a classification which would represent a new career

field for the employee and such transfer results in a rate of pay in excess of that of
employees who are on the classification to which the employee is transferring, then,
notwithstanding Sections (3), (4 ), and (5)(b) Sections {4), (5), ens (6)(b ➔ of this Supplement,
if the effectuation of such a transfer depends solely on the rate of pay the employee will
receive, Management and the Union may agree to transfer the employee at a rate of pay
lower than the employee's current rate. For purposes of this Section (6)(a), transfers from
hourly to salary may be considered as transfers to a new career field and Management may
apply the provisions in this Section (6)(a) in establishing the employee's new salary rate.

(b)--The equivalent base salary of an employee transferred from hourly to bi-weekly

salary status will be determined by multiplying the employee's base hourly rate, exclusive of
any premiums, by forty (40) (number of hours in a workweek). The equivalent base weekly
salary, thus determined, shall be used to establish the employee's salary at time of transfer
in accordance with Section (6)(a) above, or with Section (5 ), Transfer and Placements--
Inter-Plant, whether the transfer is Inter-Plant or Intra-Plant. The salary conversion of the
u maximum base rate of the hourly classification shall be used to determine if an employee is
transferring to a higher, same, or lower grade.

(7) Effeefr1e Date of PregressioA-lnereesH

~.~ MD*~1 ep_qj

 Preg,ression increases f-er all eligiMe so~oried bmgmAing ttflltemployee::t become
effective oA the MoAdgy followit191.hc aonf'!@@Of)'o~the-eFHP!gyep'seorporotc §Crviee ~.
on a Monday__ll)which eooc it wm be eUeoU-v•e
!;i:Ales~-othe:rt@e:::H!fl::ilfiQ:W:er,saff-IDIIS OA such
~tt1e first regularly :;ehee1::1led
working day of the bi v,'eeldy pay period beginAiHg Reorest
t:e the fiF&tof U;e month as set forth in ~he attaef:ied lable.

(8§) Salary Earned in a Prior Grade

Whenever there is reference in this Supplement to a salary earned in a prior grade it
will be presumed to include any general increase, or special adjustments which became
effective since the last date the employee involved earned the former salary on the prior
grade.

Very truly yours,

FCAUS LLC

Accepted and Approved:

INTERNATIONAL UNION, UAW

(
 E/O&C

(M-07) MOU Special Arbitration Program

M-7

MEMORANDUM OF UNDERSTANDING
REGARDING THE SPECIAL
ARBITRATION PROGRAM

WHEREAS, the parties have agreed to establish a Special Arbitration Program

designed to provide an expeditious way of submitting to arbitration certain arbitrable
( grievances involving essentially factual disputes, which do not require contract
interpretation, which do not involve the application of Section (5) of the National Agreement
(hereinafter defined), and which were filed in writing not more than ninety (90) calendar
days prior to the second step answer, as provided in Section (21) of the National
Agreement; and

THEREFORE, it is agreed as follows:

Selection of Arbitrators

The arbitrator shall be the same as is established for Special Arbitration under the
Production, Maintenance, and Parts Agreement, as described below.

The expenses and fees of the arbitrator shall be borne equally by the Company and
the International Union, UAW. Fee schedules and cancellation charges shall be established
by the National parties.

Guidelines

When a grievance is to be submitted for consideration hereunder, the following

guidelines will apply:

(a) If, within three (3) working days of receipt of management's second step
answer, either the plant management or Local Union contends that an arbitrable grievance
qualifies for the Program, a written request shall be submitted to the Chrysler Department of

L the International Union or to the Corporate Employee Relations Staff, as appropriate, asking
that they agree to apply the Program to that grievance.

1{<o{
i 1

(Y\')I~
I . I J
C (b) Within ten (10) working days of receipt of the request, the Corporate Employee
Relations Staff and the Chrysler Department of the International Union (i) will review the
grievance to assure it qualifies for the Program and determine whether it would be beneficial
to apply the Program to that particular grievance, (ii) will then notify plant management and
the Local Union whether they have agreed to submit the grievance to Special Arbitration
and, if so, the specific issue(s) upon which the arbitrator will be asked to rule, and (iii)
determine the representatives of each party at the hearing. The Company and the
International Union may also agree in proper cases to submit to Special Arbitration a
qualified grievance that is at the Regional Review or Appeal Board Step of the Grievance
Procedure.

(c) As soon as a grievance is approved for submission to special arbitration, it will be

placed on the Facility Arbitration Docket, where no more than three (3) grievances may be
submitted at any one time. Grievances placed on the Arbitration Docket will be scheduled
for arbitration based on the date of grievance. No later than fourteen (14) calendar days
after a grievance has been placed on the Local Arbitration Docket, the parties will make a
joint request to the Federal Mediation and Conciliation Service (FMCS) to provide a panel of
seven (7) prospective arbitrators, each of whom shall be a member of the National Academy
of Arbitrators. From the panel of seven (7) arbitrators, the Company and the Union shall
alternately delete arbitrators until one (1) arbitrator remains and that person shall be the
sole arbitrator to hear and decide the grievance. The party appealing the grievance to
arbitration shall delete the first name. After receiving a panel from FMCS, the parties
shall complete the selection process within thirty (30) calendar days. The parties will
arrange to notify the selected arbitrator. Once selected, the parties and the arbitrator will
( arrange a time and date for the hearing to be held as soon as practicable but in no case
longer than one hundred and eighty (180) days from the date the grievance was placed on
the Arbitration Docket.

Conduct of Hearing

The hearing shall be conducted in accordance with the following guidelines:

(a) The hearing will be informal.

(b) No briefs will be filed or transcripts made.

(c) There will be no formal rules of evidence.

(d) In the interest of narrowing the issues in dispute and to preclude the
introduction of new evidence or information not previously brought to the attention of either
party the parties shall (i) meet at least twenty-four (24) hours prior to the scheduled hearing
to exchange the names of witnesses to be called, citations to be used in connection with the
hearing and review the respective positions of the parties. and (ii) jointly prepare and
present to the arbitrator at the beginning of the hearing a stipulation of those facts which are
not in dispute.

(e) The case of each party will be presented by representatives previously

designated by the Corporate Employee Relations Staff and the International Union.
Normally, this will be the Labor Relations Supervisor and the Unit Chairman/President. The
UAW Regional Representative and the Division Labor Relations Representative may also
L participate.

(f) The arbitrator will assure that all necessary witnesses and pertinent facts and
evidence are presented to him by the representatives of the parties. ln all respects. the
'f> i{,o{v, A FA er(~
ti Mi)~ K AH~ /~
 arbitrator shall assure a fair and complete hearing.

(g) If the arbitrator or the parties conclude at the hearing that the issues involved
are of such complexity or significance as to require further consideration, the case shall be
referred without a decision to the Appeal Board and it shall be processed as though
appealed on the date so referred in accordance with the regular procedure.

Format of the Hearing

The format of each hearing shall be as follows:

(a) Introductory remarks by the Company and Union setting forth their respective
positions.

(b) Presentation of testimony by witnesses through direct and cross examination.

(c) Questions or call of witnesses by the arbitrator.

(d) Short summation by the parties.

The Decision

The arbitrator may issue a summary decision at the hearing. However, in each case
the decision shall be issued in writing within seventy-two (72) hours after conclusion of the
( hearing.The arbitrator'sdecision shall be based on the recorddevelopedand presentedby
the parties at the hearing and shall include a brief explanation of the basis for the decision.
The decision shall not form a precedent for any future cases or be used as a basis for
settlement of any other grievances. The decision shall be final and binding upon both parties
and shall not be subject to appeal under Section (31) of the National Agreement.

Reference to Agreement

The foregoing references to National Agreement have application to both the National
Office and Clerical and National Engineering Agreements, as appropriate.

Authority
The arbitrator shall have the authority that Section (24) (c) of the current National
Office and Clerical and Engineering Agreements grants the Appeal Board.

The Corporate Employee Relations Staff and the International Union may, in proper
cases where the sole issue is the ability factor of the grievant, mutually agree to grant the
arbitrator the authority to rule on the grievances filed pursuant to Sections (16), (43), (44),
(52), (53), (54), (59), (60) and (61) and Memoranda M 6 Bl'ld M-10 of the National
Agreements.

FCA GROUP LLC

By Glenn Shogeno ChristoRher Fields

INTERNATIONAL UNION, UAW

By G-,.i;U'lieEslrede Rich Boyer
C TS ?fro(,-:,
o/J ~ft (JD/
 CA
E/O&C

(M-08) MOU Salary Classification and Grade Supplement

M-8
SALARY CLASSIFICATION AND GRADE SUPPLEMENT

This Memorandum of Understanding supplements the National Office, Clerical and Engineering
Agreement between FCA US LLC (The Company) and the INTERNATIONAL UNION, UNITED AUTO-
MOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA (UAW), and
certain of its Local Unions dated Deeefflber 16, 20H}~ptember xx,..2QZ!.

1. Apprentice Salary Schedule - Transfer Salaries

( Classification No. 62000 -Apprentice - Tool Designer, and

Classification No. 63000 - Apprentice - Die Designer, and
Classification No. 66000 -Apprentice - Tool & Die Designer, and
Classification No. 63800 - Apprentice - Wood Model Maker, and
Classification No. 63900 • Apprentice • Plastic Model Maker, and
Classification No. 64000 -Apprentice - Die Model Making, and
Classification No. 65000 • Apprentice • Metal Model Body Builder

An employee transferring to a salaried apprentice classification shall be paid the salary of the
classification held immediately prior to transferring to the apprentice classification or at the following
salary:

Effective: October 12, 2011 $1,125.60

Effective: September 17, 2012 $1,125.60
Effective: September 16, 2013 $1,125.60
Effective: September 15, 2014 $1,125.60

whichever is lower, provided, however, that in no event will the starting salary be lower than the
following:

Effective: October 12, 2011 $1,114.00

Effective: September 17, 2012 $1,114.00
Effective: September 16, 2013 $1,114.00
Effective: September 15, 2014 $1,114.00

and shall be paid that salary until the beginning of the first pay period following the pay period in which
L the employee shall be entitled to a higher rate according to the salary schedule for the employee's
:~~~~~\~hip classiftcationand, thereafter, the employee shall be paid according to thi~ sal(,'t) \
/l
'J/)
f
10 1-"' / a-; l? ,\ rl1
ot> (Y\~ (J'i) \ p
(
2. Apprentice Salary Schedule - Stamping & Assembly Division

Classification No. 62000 -Apprentice - Tool Designer and

Classification No. 63000 •Apprentice• Die Designer, and
Classification No. 66000 • Apprentice • Tool & Die Designer

The attached schedule is applicable only to apprentices on the above classifications and are based
on the date of hire on the apprentice classification.
At the time of graduation, such apprentices will be paid the Graduation Rate in accordance with the
applicable schedule effective date.

Apprentices on course on or after the effective date of this Agreement who are receiving the salary
of the classification they held immediately prior to entering into apprenticeship shall be paid the new
salary of the classification they held immediately prior to entering into apprenticeship until the
beginning of the first pay period in which they would be entitled to a higher salary according to the
Apprentice Salary Schedule. Thereafter, they shall be paid according to the applicable schedule,
including Add-On if applicable.

Apprentices on course on or after the effective date of this Agreement who are receiving a salary
adjusted in accordance with Section (1) of the Salary Classification and Grade Supplement shall be
paid the salary adjusted in accordance with Section (1) effective date until the beginning of the first pay
period in which they would be entitled to a higher salary according to the Apprentice Salary Schedule.
Thereafter, they shall be paid according to the applicable schedule, including Add-On if applicable.

(
(
APPRENTICE SALARY SCHEDULE - STAMPING AND ASSEMBLY DIVISION
CLASSIFICATION NO. 62000 -APPRENTICE - TOOL DESIGNER, AND
CLASSIFICATION NO. 63000 -APPRENTICE - DIE DESIGNER, AND
CLASSIFICATION NO. 66000 -APPRENTICE - TOOL & DIE DESIGNER

Effective 10/29/2007 Apprentice Classifications 62000, 63000 and 66000

Hired on or after 10/21/11
No. of Hours % of Base Salary Apprentice Salary
0 to 1000 65% $860.16
1001 to 2000 70% 926.32
2001 to 3000 75% 992.49
3001 to 4000 80% 1,058.66
4001 to 5000 85% 1,124.82
5001 to 6000 90% 1,190.99
6001 to 8000 95% 1,257.15
Base Salary $1,334.60
Graduation $1,334.60

Effective 9/15/2008 Apprentice Classifications 62000, 63000 and 66000

Hired on or after 10/21/11
No. of Hours % of Base Salary
Apprentice Salarv
Oto 1000 65% $860.16
1001 to 2000 70% 926.32
2001 to 3000 75% 992.49
3001 to 4000 80% 1,058.66
( 4001 to 5000
5001 to 6000
85%
90%
1,124.82
1,190.99
6001 to 8000 95% 1,257.15
Base Salary $1,334.60
Graduation $1,334.60

Effective 9/14/2009 Anorentice Classifications 62000 63000 and 66000

'
Hired on or after 10/21/11
No. of Hours % of Base Salary
Aoorentice Salary
Oto 1000 65% $860.16
1001 to 2000 70% 926.32
2001 to 3000 75% 992.49
3001 to 4000 80% 1,058.66
4001 to 5000 85% 1,124.82
5001 to 6000 90% 1,190.99
6001 to 8000 95% 1,257.15
Base Salarv $1,323.32
Graduation $1,334.60

Effective 9/20/2010 Apprentice Classifications 62000, 63000 and 66000

Hired on or after 10/21/11
No. of Hours % of Base Salary
Apprentice Salarv
0 to 1000 65% $860.16
1001 to 2000 70% 926.32
2001 to 3000 75% 992.49
3001 to 4000 80% 1,058.66
4001 to 5000 85% 1,124.82
5001 to 6000 90% 1,190.99
6001 to 8000 95% 1,257.15
Base Salarv $1,323.32
Graduation $1,334.60
r
3. Apprentice Salary Schedules - Apprentice Wood Model Maker Classification No. 63800,
Engineering Office Classification No. 64000, Apprentice - Die Model Making and Classification
No. 65000, Apprentice - Metal Model Body Builder

The attached schedules are applicable to apprentices on the above classifications and are based on
the date of hire on the apprentice classification.

At the time of graduation, such apprentices will be paid the Base Salary in accordance with the
applicable schedule effective date.

Apprentices on course on or after the effective date of this Agreement who are receiving the salary
of the classification they held immediately prior to entering into apprenticeship shall be paid the new
salary of the classification they held immediately prior to entering into apprenticeship until the
beginning of the first pay period in which they would be entitled to a higher salary according to the
Apprentice Salary Schedule. Thereafter, they shall be paid according to the applicable schedule,
including Add-On if applicable.

10J1e,/~J
MD~
on
~
~
 Apprentices on course on or after the effective date of this Agreement who are receiving a salary
adjusted in accordance with Section (1) of the Salary Classification and Grade Supplement shall be
paid the salary adjusted in accordance with Section (1) effective date until the beginning of the first pay
period in which they would be entitled to a higher salary according to the Apprentice Salary Schedule.
Thereafter, they shall be paid according to the applicable schedule, including Add-On if applicable.

APPRENTICE SALARY SCHEDULE -

ENGINEERING OFFICE
CLASSIFICATION NO. 63800
APPRENTICE - WOOD MODEL MAKER
CLASSIFICATION NO. 64000
APPRENTICE - DIE MODEL MAKING, AND
CLASSIFICATION NO. 65000
APPRENTICE • METAL MODEL BODY BUILDER

Effective 10/29/2007 Aoorentice Classifications 63800, 64000 and 65000

% of Base Hired on or after 10/21/11
No. of Hours
Salary Apprentice Salary
Oto 1000 65% $856.18
1001 to 2000 70% 922.04
2001 to 3000 75% 987.90
3001 to 4000 80% 1,053.76
4001 to 5000 85% 1,119.62
5001 to 6000 90% 1,185.48
( 6001 to 8000
Base Salary
95% 1,251.34
$1,251.34

Effective 9/15/2008 Aoorentice Classifications 63800, 64000 and 65000

% of Base Hired on or after 10/21/11
No. of Hours
Salary Apprentice Salary
0 to 1000 65% $856.18
1001 to 2000 70% 922.04
2001 to 3000 75% 987.90
3001 to 4000 80% 1,053.76
4001 to 5000 85% 1,119.62
5001 to 6000 90% 1,185.48
6001 to 8000 95% 1,251.34
Base Salary $1,317.20

Effective 9/14/2009 Apprentice Classifications 63800, 64000 and 65000

% of Base Hired on or after 10/21/11
No. of Hours
Salary Aoorentice Salary
Oto 1000 65% $856.18
1001 to 2000 70% 922.04
2001 to 3000 75% 987.90
3001 to 4000 80% 1,053.76
4001 to 5000 85% 1,119.62
5001 to 6000 90% 1,185.48
L 6001 to 8000 95% 1,251.34
Base Salary $1,317.20
 Effective 9/20/2010 Aoorentice Classifications 63800, 64000 and 65000
% of Base Hired on or after 10/21/11
No. of Hours
Salary Apprentice Salary
0 to 1000 65% $856.18
1001 to 2000 70% 922.04
2001 to 3000 75% 987.90
3001 to 4000 80% 1,053.76
4001 to 5000 85% 1,119.62
5001 to 6000 90% 1,185.48
6001 to 8000 95% 1,251.34
Base Salary $1,317.20

\011~\t":J~
{YID M
'[> 4J
(39)
r
Effective 10/29/2007 Ar>nrentice Classifications 63900
% of Base Hired on or after 10/21/11
No. of Hours
Salary Apprentice Salary
Oto 1000 65% $824.17
1001 to 2000 70% 887.57
2001 to 3000 75% 950.96
3001 to 4000 80% 1,014.36
4001 to 5000 85% 1,077.76
5001 to 6000 90% 1,141.16
6001 to 8000 95% 1,204.55
Base Salary $1,267.95

Effective 9/15/2008 Aoorentice Classifications 63900

% of Base Hired on or after 10/21/11
No. of Hours
Salary Apprentice Salary
Oto 1000 65% $824.17
1001 to 2000 70% 887.57
2001 to 3000 75% 950.96
3001 to 4000 80% 1,014.36
4001 to 5000 85% 1,077.76
5001 to 6000 90% 1,141.16
6001 to 8000 95% 1,204.55
( Base Salary $1,267.95

Effective 9/14/2009 Aoorentice Classifications 63900

% of Base Hired on or after 10/21/11
No. of Hours
Salary Apprentice Salary
Oto 1000 65% $824.17
1001 to 2000 70% 887.57
2001 to 3000 75% 950.96
3001 to 4000 80% 1,014.36
4001 to 5000 85% 1,077.76
5001 to 6000 90% 1,141.16
6001 to 8000 95% 1,204.55
Base Salary $1,267.95

Effective 9/20/2010 Aoorentice Classifications 63900

% of Base Hired on or after 10/21/11
No. of Hours
Salary Apprentice Salary
Oto 1000 65% $824.17
1001 to 2000 70% 887.57
2001 to 3000 75% 950.96
3001 to 4000 80% 1,014.36
4001 to 5000 85% 1,077.76
5001 to 6000 90% 1,141.16
6001 to 8000 95% 1,204.55
L Base Salary $1,267.95
r In eslael,shiAg salaries offe,ed end pe:e lo RCWI) l'tifed R~ed Oeeupeltonol Hea!H, ~•urses, the
Geffl~My il"lfenas lo ~l(e itHo ocemrnt StJCAfactors a9 lebor ffiEHl<eteoAditiofls, type end ex!ent of
13'{e't'i~ttrififlg eitperieAce;---le'le~ofeeedeffiio-eettievement, and relelien of the salel)' offer to seleries
beif1gpaie-t~ell Registered Oeeupatkmol l➔eol~h ~~u,ses.Under AOflflEII e1reUffiSlBAOCS 0F\8to l~
e,i;teAt reaseAat.J1:,-pmetieeble 01,d,-,if~fe'Sef'lt lebol'-fflaf~et--oot~eos--eoottfltte;-tf=te-feUewiR~
g~II \!le ar,J9Uee:

1. Registered 8eoopatiofle' Health ~~urset:t wilA less than ..,.,.o{~ yeera of FIUf'3ing sef\t'iee
Aorman·, wlll be offered a salary 21.8% o•,1erthe minimum of the grade.
2. Registered OeeupatioAal Healtl'l Nurses wm=,two (2) or FAOfeyears of nurslRg exper,er:we
Wi!H,e-,eff~--a-salef;H'\Ot leaa H'l0FI 21.8% &rl'Cf the ffiiAifflUFft of U=1egrade-:

54. Promotional Increase Exceptions - On-Roll Employees

During the course of 1976, 1979, 1982, 1985, 1988, 1990 and 1993 National Negotiations, the
Company and the Union agreed to reduced minimums for the Clerical.Engineering-Technical 18-Grade
structure. In conjunction with the reduced minimums, special provisions were established whereby
employees on the roll at the time of such agreements shall have the existing minimums (appropriately
updated) available to them upon future promotion(s) as follows:

a. Employees on Roll Prior to November 22, 1976

"In the case of promotion, employees on roll prior to November 22, 1976, receive a base salary not
less than 11.1% above the minimum of the promotional grade under the salary structures set forth in
the National Agreements."

b. Employees Hired on November 22, 1976, Through November 18, 1979

(
"Employees covered by the 1979 National Office and Clerical and Engineering Agreements who
were placed on the roll between November 22, 1976, and November 18, 1979, who are promoted to
higher grades under the salary structures in effect under the 1979 National Agreements shall receive a
base salary not less than the specified amount of the promotional grade as indicated."

c. Employees Hired on November 19, 1979, Through December 12, 1982

Employees covered by the 1982 Office and Clerical and Engineering Agreements who were placed
on the roll November 19, 1979, through December 12, 1982, and who are promoted to higher grades
under the salary structures in effect under the 1982 Office and Clerical and Engineering
Agreements shall receive a base salary not less than the amount of the promotional grade as
specified."

d. Employees Hired on December 13, 1982, Through October 27, 1985

Employees covered by the 1983 Office and Clerical and Engineering Agreements who were placed
on the roll December 13, 1982, through October 27, 1985, and who are promoted to higher grades
under the salary structures in effect under the 1985 Office and Clerical and Engineering Agreements
shall receive a base salary not less than the amount of the promotional grade as specified.

e. Employees Hired on October 28, 1985, Through May 22, 1988

Employees covered by the 1988 Office and Clerical and Engineering Agreements who were placed
on the roll October 28, 1985, through May 22, 1988, and who are promoted to higher grades under the
salary structures in effect under the 1988 Office and Clerical and Engineering Agreements shall
receive a base salary not less than the amount of the promotional grade as specified.

L f. Employees Hired on May 23, 1988 Through September 16, 1990

Employees covered by the 1990 Office and Clerical and Engineering Agreements who were place<}-\ ')Y..,
on roll May 23, 1988 through September 16, 1990 and who are promoted to higher grades under the.~ {
j'3 }(
, O ( 1. '\ } {:✓.1f fL1
<{) hll. /11~ fj (31
) \ .
 salary structure in effect under the 1990 Office and Clerical and Engineering Agreements shall receive
a base salary not less than the amount of the promotional grade as specified.

g. Employees Hired On September 17, 1990 Through September 19, 1993

Employees covered by the 1993 Office and Clerical and Engineering Agreements who were placed
on roll September 17, 1990 through September 19, 1993 and who are promoted to higher grades
under the salary structure in effect under the 1993 Office and Clerical and Engineering Agreements
shall receive a base salary not less than the amount of the promotional grade as specified.

The attached chart reflects the foregoing minimums appropriately updated and are to be applied in
the case of promotional increases based on the employee's latest hire date.

Employees who were placed on the roll during the periods indicated below and who are promoted to
higher grades under the salary structure in effect under the Office and Clerical and Engineering
Agreements shall receive a base salary not less than the amount specified of the promotional grade as
indicated below:

Employees Promoted Between 10/29/2007 and 09/14/2011

Sal. Hired Hired on Hired on Hired on Hired on Hired on Hired on

Prior Thru 11-22-76 11-19-79 12-13-82 10-28-85 5-23-88 9-17-90
11-22-76 Thru Thru Thru Thru 5- Thru 9- Thru 9-
11-19-79 12-12-82 10-27-85 22-88 16-90 19-93
2 $1,092.87 $1,058.66 $1,041.16 $1,007.43 $964.79 $926.67 $877.91
3 1,100.23 1,065.33 1,047.34 1,013.83 969.38 931.10 881.73
( 4 1,111.73 1,075.48 1,055.46 1,012.83 977.08 938.47
5 1,134.07 1,093.67 1,072.55 1,034.87 991.62 959.18
6 1,145.00 1,101.38 1,078.57 1,040.11 996.39 970.43
7 1,151.21 1,106.18 1,081.74 1,042.93 997.15 977.70
8 1,156.79 1,110.60 1,085.01 1,045.77 999.97 987.02
9 1,183.07 1,134.15 1,106.39 1,064.45 1,018.47 1,011.98
10 1,189.57 1,140.02 1,110.00 1,067.54 1,021.66 1,021.56
11 1,219.87 1,167.34 1,137.54 1,088.61 1,044.96 1,044.96
12 1,238.84 1,179.79 1,150.27 1,098.19 1,054.61 1,054.61
13 1,269.05 1,206.63 1,178.33 1,120.72 1,075.89 1,075.89
14 1,289.80 1,230.34 1,202.98 1,142.62 1,095.88 1,095.88
15 1,301.93 1,241.23 1,213.16 1,151.81 1,103.66 1,103.66
16 1,343.29 1,278.43 1,253.24 1,187.88 1,141.44 1,141.44
17 1,369.98 1,302.49 1,277.22 1,209.49 1,165.27 1,165.27
18 1,438.60 1,364.20 1,342.85 1,268.52 1,225.18 1,225.18

8~. Overlapping Salary Ranges

The Company and the Union agree that neither party, in any arbitration proceeding involving the
correctness of the classification of an employee, shall argue as the basis of their respective positions
that the salary of an employee in the overlap portion of the classification salary range should be
determinative of the correctness or incorrectness of the classification of the employee.

ii'.§.. "Red Circle" Employees

An employee whose base salary exceeds the maximum rate authorized for the classification and /1._
grade assigned shall have any general or improvement factor increase calculated as a percentage~ \/) ;)
l .. n
the maximum rate applicable to the employee's classification/grade and not on the employee's "re
circle" salary.
d
£>
(_,J,....,
f/'

3Z- Chassis and Electrical c~:ck/~~7~;•1:

0
tr &i) '(o\ V'

43 ~ rr\J)
 In determining the propriety of applying Classification No. 52000, Product Designer II or
Classification 70900, Electrical Designer II to individual employees who, on a regular and recurring
basis, are checking designs and layouts, such determination will be based on the nature, scope and
complexity of the checking duties. Classification Nos. 52000 and 70900 will not be deemed
inappropriate solely because such employee is not creating designs of major components and making
complete and comprehensive designs or performing preliminary and advance work in the development
of designs.

9ft, "A" Level Classifications - Manufacturing Engineering

If an employee on an "A" level classification is transferred to a "B" level job having the same title
as the "A" level classification from which the employee is being transferred, such employee will
continue to be classified on the "A" level classification and will continue to receive the same salary
unless the "B" level job to which the employee is transferred is in another plant in which event the
employee's salary shall be determined in accordance with the Inter-Plant provisions of the Salary
Grades and Progression Application Supplement as applied to the grade of the employee's "A" level
classification, and if the employee is subsequently returned to a bona fide "A" level job in the
employee's classification, the employee's salary will then be determined in accordance with Section (4)
(d) of the Intra-Plant provisions of the Salary Grades and Progression Application Supplement as if the
employee were being transferred to a higher grade.

40~. Phase-Up Classifications

During the course of National Negotiations since 1971, the Company and the Union have agreed
on a number of phase-up classifications and methods of administering such classifications as follows:

(a) An employee who has actually worked for the Company on the base classification for the
stipulated length of time shown on the Phase-Up Classification and Requirements Chart shall be re-
( classified to the appropriate phase-up classification provided the employee has performed
satisfactorily on the base classification.

(b) Where indicated in the "Other Requirements" column, time spent on classifications other
than the base classification will be combined for credit for reclassification to the phase-up
classification, provided the employee has performed satisfactorily on these other classifications.

(c) Management will advise the Union of the reasons for its decision in those instances in which
it determines an employee is not to be reclassified pursuant to this Memorandum of Understanding.

(d) Only the period of time during which the employee worked for the Company and was
actually classified on the required classifications as reflected in the employee's personnel records,
shall be included except as provided in (e)(ii) below.

(e) (i) Only the time worked since the employee's fast date of hire with the Company shall be
counted. Time worked on appropriate classifications prior to a permanent break in Corporate service or
seniority shall not be included. Time spent on temporary separations such as layoff, illness or injury, or
other leaves of absence during which the employee was temporarily separated from the active roll
shall not be counted as time worked on the classification.

(ii) A returning veteran who, prior to entering military service had been assigned to a C-E-T
classification which has phase-up applications, may have such applicable service time credited for
phase-up purposes as time actually worked on the classification of record at the time of the military
leave of absence. Such credited time will be applied only if the veteran was employed by the Company
on such classification upon entering military service and reinstated on the same classification upon
completion of military service.

l
(f) Time worked on other salary or hourly classifications, no matter how similar in nature to the
appropriate salary classification, and regardless whether or not such salary or hourly job may have 1f\. -.
been accepted in lieu of a layoff, shall not be included as time worked on the appropriate sala~ l'1(
V//,]

classification. l O/ l ~ / 1, '? \ () \ 1P .
moH ) \
1W0}J
 (g) Time worked on appropriate salaried classifications shall include time worked at all
Corporate locations as reflected in the employee's personnel records, and shall include time worked in
bargaining unit and/or non•bargaining unit positions.

(h) For purposes of determining time actually worked on a classification, a full month of credit
will be given for those months in which an employee works the majority of workdays in the month.
Credit for days worked will be given for regular vacation days. Only the days actually worked in the
Monday through Friday workweek shall be counted. Overtime days, days for which Salary
Continuation payments are made, or other absence, including casual absences, will not be considered
as days worked.

(i) Reclassifications to the appropriate higher level classification will become effective on the
first regularly scheduled working day of the bi•weekly pay period beginning nearest to the first of the
month following completion of the requirements for advancement to such classification.

U) Employees who have received either a Phase.up or a Promotional increase during the
eligibility year are not eligible for a wage progression increase.

INSERT PHASE-UP CHART OUTSIDE OF ER CENTRAL

-- -- -- - --- -
~ff~c~iv~ q_ate General
- Wage Increase
( October 23, 2023 11%
. . -- - . ---

I.~~ii~_~?-~!.
·9-,_?~.?4 ,3%
I§e Rt~f!l__~_e_[
8, ~_o?
_? 3% , ,,,
---'~
•· I I

!SeP-t~m~~r ?, ?02§ . ... .. ·-

Is~_
• I

SeQtemb~r 6, 2027 .. .. •··

INSERT Wage Rate Tables OUTSIDE OF ER CENTRAL

L 1,236.95
1,254.59_
~.27~3
- -

~ ,304.89
r

(
 r
FC~ US LLC fCA US LLC ~CAU5-LC <tAL~LlC •CAUSLLC

~NttJ:1 W'ULO'!~7£202S iffiPC1._tt, llill,

4 R/202,.2
l~no ~U§l'.W6 LN«t,...9l7[2QZE 1t-cc3.,<JCj/1(l 7 ff/,KtJ;,- g,••12027 rhrou•ll •l3!llZm
Llfo-r!~0.•'21/l!Oi ! t'lroo,•~ 9/~,2024

Gto~ Minimum Ma..1mum Grade M1n1rnum Maa.1rnum Gr,;irt... M1mmum Mc1-.i1mum ~ M1n1m11Jm Muumum Gr.ade M1mmum Mu ..-mum

! s 986.58 s 1,373.01 l S 1,016.18 s 1414.20 s I 046.67 s 1456.63 I 1 5 1 078.07 ~ l 500.33 ! s l 13197 1 575.35
~ s 989.20 s 1,392.59 1 S 1,018.88 ~E l 104945 s 1,477.40 1 s 1 080.93 ~ 1511.71 ' s l 134.98 1 S97.n
s 993.06 s I 410.07 ~ S 1,022.85 s l 452.37 3 1 053.54 s I 495.94 J S 1 085.15 s 1 540.i!2 ~ ~ 1617.%
'
4 < I 0S7.82 < l 448.43 4 s 1 Q89.55 ~_l.88 ,; 1 122.24 s 1 536.64 ,< ~ I 155.91 s 1,582.74 ~ ~ 1 213.71 1 661 88
5 s 1 077,43 < 1S076'1 ~ S 1109.7S s l 5S2.92 ~ I 143.04 ~ 1 599,SJ 5 s 1177 33 s 1647 50 ~
( 1 236.20 s 1 7'988
6 < 1 088.I~ s 1,549.05 ~ ~ s 1 59S.S2 ~ s 1 154.4,] ' 'I CA':! ::119
9 s 1 189.05 s l lS02ISO 6 s 1 248.SO s -
1 777 32
< 1 578.>8 z ~ s I 62S.63 1 < 1161.90 s s s 1 156.60
7
8 <
1 095.20
1 104.23
~

s 1,f.12.0 8 ~ < 1 66&.80 -~ ~ 1 171,48 \

I 67•.~o
1 "~ 62
7
8 s
1 196.76
I 206.62 '
~
1.7~ 63
l 761 04
7
8 < l ?66.0S
5 1810.86
s,. 1,850.04
~ s 1,128.69 $ 16-tl..tl 9 S 1,162.5S s 1 690.S5 2 L.J..lli& ~ 1 741 27 9 ~ 1 233 35 1 I 793.51 <j ~-1 295,02 1883.19
lf> ' 1 138 33 ~ t:;.A7_47 10 ~ s 1 738.09 IQ S 1,207.6. s I 790 23 10 ~ ~ 1,843.94 lD $ 1,306.07 ·S l 936 14
11 ~
1 "" Q~ L-..J.2.16.85 11 S I 196.82 s I 768.36 ll LJ,.23272 s 1 821.41 11 S 1,269 70 s l 876.05 11 L!.illn 5 1 969,85
12 s l 171.6~ s lHl.SI 12 ~ s 1,804.06 l' 5_Lla_lli s 1858.18 12 $ 1 280.30 s 1 913.93 12 5 1 344.32 s 2 009,63
13 $ l 193.16 s I 784.69 13 ~ ~3 L s 1 265.82 s I 893 38 ll s 1 303 79 s 1 950.18 13 s I 368.98 s 2,047.69
14 s 1 2H.33 < 183652 14 ~ s I 891.62 l4 < I 287 22 $ ,,9'1~ ,, 14 s l 3Z5 84 s 2 006.82 14 < 1 392 13 s 2 107.16
1S s 1,221.16 s 1,865.84 15 L..!.ill22 s 1921.82 1, ~ s 1,97q_,t7 15 S 1 334.39 s 2,038.85 15 5......JA9.Ll.! s 2 140.l~
16 s l 25S.01 s 191316 16 ~266 s 1910 s~ lb s 1331.~ < 2 029,67 16 s 1 371.38
's 2 090 56 16 s 1 439.95 s 2 195.09
17 s 1 27S 78 s 1958.Sl 17 ~ L_Jut7 21 11 s l 3S3.47 s 2 077 79 17 5 1 394.07 2 ldO 12 17 s 1463.77 s 2,247 13
18 < 1 333,00 s 2 004,68 18 $ l 372 99 s 2 064.HZ !B s 1 •14 18 s 2.126 7~ 18 s 1 456.61 s 2 190 56 18 < 1 529.•~ $ 2 300 09
 r
FCAUS LLC
PHASE-UP CLASSIFICATIONS AND REQUIREMENTS
0 & C AND ENGINEERING

# of Yrs
Phase-Up Req'd
Base Class Base ClassNo. Phase•Up On Base Oihtr Date Date
No. & Grade Classification TiU• 6 Grade Classification Title Class/es Requirement. Estab Revised

ACCOUNTINGCLASSIFICATIONS

1. 03600-8 Cler1<-ExpenseAudit 03610·9 Expense Audit Spec,ahst l) 8 Years combined on: 03600, 03700,03800. 03177 09199
05000. 05100, 05200. 05300, 05400, 05500,
05600. 05700, 05800, 06300, 07800 and/or 08000.
2. 03700-8 Clerk-Field Car 03710-9 Field Car Spec1allst 8 Same as #1 above. 03177 09199
3. 03800·8 C1erk-Propeny Accounting 03810•9 Properly AccountingSpec1al1$t e Same as• t above. 03177 09/99
4, 05000-8 Accounting L1a1sonClerk 05010-9 Accounting Liaison Specialist 6 Same as • 1 above. 03177 09/99
5. 06300·8 Plant PayrolVAccounting Clerk 06310-9 Plant PayrnUl'Account1ngSpeciallSt e Same as • 1 above 05199

DRAFTINGCLASSIFICATIONS

6. 50200•4 Body Deta ler I _g B~yDetaller 6 Months at Top P,og,ession Rate (worked the 1117'9
ma1orily of the days in the month) provided the
employee is qualihed 10perform the duties orthe
phase-up classification,
7 52200-4 Product Detailer I 52300-6 Product Detailer JI Same as #6 above. 02171 11/79
8, 70200-4 Eleclrical Detailer I 70300-6 Electrical Detailer 11 Same as #6 above 02/71 11/79
9. 50600·9 Body Layout Oralter I 50700-12 Body Layout Oraller 11 Same as #6 above 02171 11/79
10. 52400-9 Product Layout Draher I 52500-12 Product Layout Drafler II Same as #6 above. 02/71 11/79
11. 70600·9 Electrical Layout Drafter I 70700•12 Electrical Layout Drafter II Same as #6 above 02171 11179
12, 51100·13 Body Checker I 51200·17 Body Checker II Same as #6 above. 02171 11/79
13, 50800•14 Body Designer I 50900-17 Body Designer I Same as #6 above 02/71 11/79
14, 52600·14 Product Designer I 52000-17 ProduC1Designer II Same as #6 above 02171 11179
15. 70800-14 Electric Designer I 70900-17 Electrical Designet I Same as #6 above. 02171 11179

MANUFACTURINGENGINEERINGCLASSIFICATIONS

·e·Level ManufaC1uring "A" Level ManutacM1ng 4 If actually worked on a ·e· level classilicabon a 11/67
Engmeering Classil1catoons Eng,neenng Classifications minimumof 4 yearsand meetsthe minimum
qualilicali(ln requirements 9f the related 'A• level
classification, May be less than 4 years it assigned
"A· lev work <in a regular and recurring basis and meel;
,he m 1nimumqualificationrequirementsof relaled
..A- levelclassilication
17, 20\>00-13 Analyst-Equipment Utij1zat1on Equipment u111,za1ion
Spec,a _ 8 05n7

18. 2110A· 16 Engineering-Tool Engmeering A 2111A•17 Tool Engineering Specialist 1'.I 10 Years combined on: 2110A•, 2110B, 53000, 05177 11179
80200, 80900, 80300.80500, 80600, 81000, B1200,
81300. B1400, 81500. 82400, 82500. 83700. and/or
83800,
19. 2180A·I6 Engineering,Plant Engineer,ig A 2l81A•17 Plant Engineering Specialist 10 10 Years combined on: 2180A'. 2180B. 22800 05/77 11/79
and/or 22900.

20. 22800-10 Analyst-Materia Handling 22900-16 Engineer•Ma1e11alHandling 6 II ae1uallyworked on 22800 classilicalion a minimum of 02171
6 yearsand meets the minimum qualilicalion
requirements of Classification 22900. May be less
than 6 years if assigned 22900 level work on a ,egular
and recurring basis and meels minimum qualification
requirements or Classification 22900.

21 22900-16 Engineer-Material Handling Materia Handling Spec1ahI 10 Same as #19 above. 05177 11/79

22. 2740A0.16 Engineer - Resident Engineering A 274100•17 Resident Engineering Specialist ,o 09/03
?.l 53000· 6 Analyst-Advance ProduC1& Mlg 53010-17 Advance f'<cducl & Mfg Spec1ahs1 10 Same as# 18 above. 05n7 11179
 r•
FCAUSLLC
PHASE-UP CLASSIFICATIONS AND REQUIREMENTS
0 & C AND ENGINEERING
#of Yrs
Phase-Up Req'd
Base Class Base Class No. Phase-Up On Base Other Dale Date
No. & Grade Classification Tille & Grade Classilicat,on Tille Class/es Requirements Eslab Revised

MANUFACTURING ENGINEERING CLASSIFICATIONS (Continued)

24. BOOSeries ·e·

level Analyst. 800 Series "A" level Analyst 4 If actually wor~ed on a •e·level classif,ca1,onCC!.)sses
Coordinator or Eng,neer Coordinator or Eng,neer 80300. 80600,81000, 81S00. 81800, B2200, 82500,
82800. B3300 and/or 838001 a minimum of 4 years
and meets the min•mumqua ificalionreQuIremenIs
ol relaled 'A' level classifieat1on. May be less than 4
years if assigned· A· level work oo a regular and recumng
bas,s and meets the mImm1.1m qua1mcat1on
requirements
of related •A· level classification

25. 80200· 16 Assembly Process Engineer 80210-17 Assembly Process Spec,a,st 10 Same as# 18 above. 11179

26 80900·16 Advance Program Ping Eng, 80910-17 Advance Program Ping Spec,a ,st 10 Same as #18 above 05/77 11/79

MECHANIC/DRIVER CLASSIFICATIONS

27. 56000·5 Mechanic and/or DroverI 56200-7 MechanicancVo,o,1vern 4 If actually worl<ed on classif1ca1ion56000 a minimum 02/71
or 4 years and has performed satisfactorily on 56000
level of work. Can be less than 4 years if Management
determines that employee's job assignment and worl<
performance juslify such reclassifica1ion. Such
reclassificalion shall not be basis for claims by Union
that other employees on 56000 shOuld be advanced
to 56200 in less than 4 years.

28 56200•7 Mechanic and/or Driver II 56210·8 Mecnan,c-Product Development 8 8 Years combined on: 56000, 56200, 56700 and 02171 09199
56710 (88000)

29. 56210-B Mechanic,P<oduct Development 56220·9 Mechanic-Product Test & 12 12 Years combined on: 56000, 56200, 56210 (84400), 02/71 09/99
Development 56700, 56710 (88000) and 56720 {89900).

30 56220·9 Mechanic Product Test 56300 -10 Mechanic and/or Drive, II 15, 15 Years combined on 56000. 56200. 56210 (84400) 09/99 09199
& Development 56220 {84100). 56700 56710 (B8000f and
56720 (88900) wilh a minimum ol 3 yea,s on 56220
[B41OOfand/or 56720 (88900)

31 56300-10 Mechan,c and/or Driver Ill !-$l10,1 Mechanic•Eng,neering 20 20 Years combined on 56000. 56200, 56210 (84400) 02/71 09/99
Development 56220 (84100),56700, 56710 (8B0001.56720 (889001
59700, 5971 O and/or 56300, with a minimum of 5 years
on 56300.

OTHER CLASSIFICATIONS

32. 02300-4 Secretary 02310-5 Secreta,y e 11/95

33. 04300·8 Clark,Pr0jec1 & Authorization 04310·9 l'roJect Authorizat,on Spec1ahsl 0 03/77 11/79

34. 08700-9 Ptocurement Person-Export 08710-10 Procuremenl Spec1a•st e 05177 11/79

35, 11B00-8 Co,respondent-T echn,cal l18l0·9 Technrcal Service Analysl 8 02171 11/79

36 13200-5 Sec,etary A 13210-6 Secreta,y A B B Years combined on: 02300 and 13200 11/95

37. 14000--1 Telephone Operator 14010-2 Telephone Opera1ions Spec,alisl 6 03/77

38 22000·9 Audito,-Plannrng 22010-10 Auditor-Planning Specialist 8 09n3 11179

39. 22200-8 Follow-Up Person-Planning 22210-9 Produc1,onMate,ia~ 8 8 Years combined on. 22200. 22300, 22400 09/73 09199
Follow-Up Spec,a ,sts and/Ci' 23800.

!1 ,,,11
j } Denotes previous classification number.

ltJ/ir/23 rJ7r/J/I-

T"?oA (jl) /0 /2. Ji'/ ,i,3

 r
FCA US LLC
PHASE-UP CLASSIFICATIONS ANO REQUIREMENTS
0 & C AND ENGINEERING

# of Yrs
Phase-Up Req'd
Base Class Base Class No. Phase-Up On Base Other Date Date
No. & Grade Classification TIiie & Grade Classification Tille Class/es Requirements Estab Revised

OTHER CLASSIFICATIONS (Continued)

40, 22300-8 Scheduler-Planning 22310-9 Production Scheduling Speciallsl 8 Same as #39 above. 03/77 09199

41 22400-8 Specihcatrons Compiler-Planning 22410-9 Plann,ngSpec1tieahons

Spec,a·1st e Same as #39 above 03n1 09/99

42 23800-8 Follow-up Person-Tooling & 23810-9 Non•Product1ve Stores Fellow- a Same as •39 above 09n3 09/99
N011-ProduC11veMaterials Up Spe<:1alist
43 31600•9 Sales Programming Analyst 31610-10 Sales Programming Spec1alts1 8 02n1 11n9

44 32100-9 Special Order-Sates 32110-10 SpecialOrder Analyst II 03/77 11n9

45 33200-12 Vehicle Sales Analyst, 33210-13 Vehicle Sales Analys,s 4 8 Years combined on: 33200. 3280B 03/84
All Markets Spec1alis1-AIIMarkets and/or 3280A.

46. 33706-12 Vehicle Planning Analyst B 3370A-16 Vehicle Planning Analys1 A 4 Same as #16 above 01n6

47, 36400-9 Compiler-Pans Book and 36410-10 Parts and Prrce Ca1a10gueSpec1alts1 8 8 Years combined on. 36300 and oon, 1ln9
Price Lisi 36400

48. 37600-9 Pricing Comp1ter•Serv1ceParts 37610-10 Pnc,ng Spec1a11s1-Serv1ce

Parts 8 8 Years combined on 37600 and 02n1 11n9
37700.

49. 37900.9 Procurement Person-Parts Stock 37910-10 Stock Procurement Analyst-Pans 8 8 Years combined on: 37800 and 02n1 11n9

5~ 3920A0-13 Graphics Designer A 392100-14 Graphics Des,gn Spec1alis1 8 09/03

51 3930AO-t3 Graphics Analyst A 393100•14 Graphics Spec,at1s1 8 09103

37900.
52 42500·3 Multolilh Operator 42510•4 Mulrlilh Specialist 8 03/77

S3 44900•16 Estimator-Advanced Central 44910-17 Estimator-Advance ProduCI 8 8 Years combined on 43800 06/77 12/82
Estimah~g Cost and 44900.

54. 44910-17 Estimator-Advance Product 44920-18 Advance Product Cost Analyst ,4, 4 Years combined on 43810 {43900; 06177 12182
Cost Dr and/or 44910 (45900l.
44940-18 Cost Es1imat1ngSpec,allsl

55 45000-13 Estimator-Cost 45010-14 Es11mator-P,oduc1Cost II 8 Years combined on: 2110A. 21106, O'lnt lt/79
44900. 45000 and/or 45100: with a
m nimum ol 4 years combined on
2110B, 21 lOA, 44900 and/or 45000

56. 45600-13 Estimator-Cost Analysis 456100-14 Es11ma1or-Produc1

Cost AnaJys~ e 09/03

57 457000-16 Product Cost Analyst 457100-17 Product Cost Speciatis1 e 09/03

58. 457100-17 Product Cost Spec1ahs1 457200-18 Senior Product Cost Specialist 4 09/03

59 47000-8 Registered Occupational Health 47010-9 Reg,stered Occupational Heallh 03/77 09182
Nurse Nursing Spec,ahsl

60 50000-12 Designer-Modeling Fixtures & 50010-14 Oesigner-Model1ng Fixtures & Same as #6 above. 03/75
Equipmenl I Equipment II

( ) De,,,ote5previous classification number

10/2<1/23 IJ,Jj)/-f I~
D >lJ OA 10/2~ 123
 r
FCA US LLC
PHASE-UP CLASSIFICATIONS AND REQUIREMENTS
0 & C AND ENGINEERING

•of Yrs
Phase-Up Req'd
Base Class Base Class No. Phase-Up On Base Other Date
No. & Grade Classification Title I Grade Classification Title Class/es Requirements Revised

OTHER CLASSIACA TIONS (Continued)

61 50500-6 Plastic Model Maker 50400·8 Master Plastic Model Maker II aclually worl(ed on a class a minimum of 8 osn1
years and meets the m,nimurnqualdication
requirements of crass 50400.
May be less than B years if assigned 50400
level work on a regular and recurting basis
and meetsm1n1mum
qualifications
requmements
of class 50400

62. 51900-13 rusira1or-Graph1cA 51910-14 J ustrallon Specialist 09n3 11ns

63. 54000·2 Techmc1an-Labora1ory 54100-5 Techmc,an•Labora1ory If a~tua ly worked on class 54000 tor 1 year 09n3 11n9
Engmeering B Engineering A or assigned work of class 54100 on regular
and ,ecumngbasisand meets minimumqualil,cation
requ rements of class 54100.

64 54100-5 Techn1c1an•Laboratory 54110-7 Techn1cian-Plant abora1ory 4 Years combined on: 20300, 54000. and 54100 02171
Engineering A

65. 54110-7 Technic1an-Pran1Laboratory 54120-8 Plant Test Techmc,an B 8 Vea,s combined on. 20300. 54000. 54100 02n1 11n9
and 541 t0(54900).

66. 54120·8 Plant Test Tectmiclan 54130·9 Plant laboratory Spec,a ,st 12 Years combined on; 20300, 54000, 54100 09/99
54110 (54900) and/or 54120

67 55500-14 Contact Engineer•Residenl 55800-18 Engineering Contact 4 If ac1ually worked on class a minimum of 4 years 02n 1 11ng
Engineermg Specialist and meetsthe mirnmurnqua"itica1ion requIremenIs
o! crass 55800. May be less lhan 4 years o!assigned
55800 revel work on a regular and recurring basis
and mee1sm1mmum Qua hcat,on requ rements01 elast,
55800,

68 56500-7 Veh,cte Test Technician- 10,8

:l,Gi!, Vehicle Test Coo1d1nator e 8 Years combined OIL 54000. 54100.. 5G000.,56200 02r11 12/82
Proving Ground Prov,ng Ground 56210 (844001, 56220 (841001, 56500, 56700, 56710
j88800). or 56720 (89900) with a minimum of 4 years
on 56200. 56500 and/or 56700.

69. 56510-8 Vehicle Tesl Coordinator- 1\5'»-~ Vehicle Test Speciatisl• 12 Years combined on· 54000, 54100, 56000 0217 121ai
Proving Ground Proving Ground 56200. 56210 (84400). 56220 (84100) 56500,
56510 (83900). 56700. 56710 (88800) or 56720
189900! with a min,mum or 4 years on. 56210
(84400). 56510 (83900) and/or 56710 (888001

70. 56700-7 Technician-Test and 56710•8 Technicoan-Test and e 8 Years combined on· 54000, 54100, 56000. 02171 12/82
Analys,s Development 56200, 56210 (844()1)),56220184100) 56500.
or 56700 wi!h a minimum of 4 years oo 56200,
56500 and/or 56700

fl 56710-8 Techrncoan-Test and 56720-9 Teehnicjan-Engineering 12 Years combined on- 54000. 54100, 56000, 02171 12/82
Development De•eropment 56200. 56210 (84400). 56220 (84100), 56500
56510 (83900). 56520 (889001. 56700. and/or
56710 1888001with a minimum of 4 years on.
56210{84400}. 56510 {83900). and/or
56710 (88800)

59700-10 Product and Sys1ems 59710-U Product and Systems 20 Years combined on 54000 54100 56000 08189 08/89
Developmenl Technician Development Spec1ahst 56200. 56210 (84400), 56220 (84100), 56300,
56310 (84300), 56500, 56510 (83900), 56520

10/29/23 (88900). 56700 56710 (88800). 56720 (89900(.

w,th a minimum of 8 years on 5!/700

13 /111J
5-
04
( ) Oenoles previous cfassif,cafion number
FCA US LLC
PHASE-UP CLASSIFICATIONS ANO REQUIREMENTS
0 & C ANO ENGINEERING

# of Vrs
Phase-Up Req'd
Base Class Base Clan No. Phase-Up On Base Other Oa1e Date
No. & Grade Classification Title & Grade Cl.ssil,cation Tille Class/es Requirements Estab Revised

OTHER CLASSIFICATIONS (Continued)

73. 56800-8 tnstrument Development 56900·11 tns1rument Oevelopmem 4 09/99
Technician I Techn,c,an ~I

74 57000-5 Ft.1nct1onaITest Tectm1c1an 57010•7 Functional Tes1 Spec1a 1st 4 05f77

7~ 57500•5 Technician•Eng1neerin9 57:SlO•l'" Techn1c1an-Assembly & T esI o~m- wa

OevelOpmenl Experimental

71j. 57fi10-7 T!l!;hniC-:i.!1•1!:~~tl!!~JLU e.sI illZlH :(~Cla"'l Ag;~mbl~ & T~SI !! $S .1$~00 ~
E 1;pef'lmenI1'I EIF.wmmel"l.1il~ Sffl>3!if

76?1. 57900-9 Engineering Reco,ds & Release 57910-10 Engmeering Records and Release 8 B Years comb,ned on: 25800. 44500 44600 57600 02171 11/79
Clerk II Spec,a~sI 57800 57900 59800, 59900 with a minimum o!
4 years on 57800, 57900, 59800 an(j/or 59900

~;w 5B300·6 Mecharuc-Ma,ntenance• 58310-7 Ma ntenance Mechamt B 05177

Proving Groun<I Special1sI-Prov1ng Ground

)ij.n! 59900-10 Oes,gn Specification Analysl 5991,0-,1 Oes1gn Spec,loca1,0ns 8 8 Years combined on~ 25800, 44500. 44600, 57600 02171 12182
Spec,a11sI 57800, 57900, 59B00 or 59900 w,Jh a minimum ~
of 4 years on: 57800, 57900, 59800 and/or
59900.

78fil. 59910-11 Oesign Spec1!icat1onsSpec1a Is1 59920·12 Des,gn Releas,ng Spec,aI~I 4 4 Years ol service on; 59910185200] 02171 12182

8()fil 60500-5 Tecnn,cal Records and 60510·8 Techn1ca~Records and 8 09182

Information Clerk Information Specialist

a mManagement Non-Supervisory classilica11onc,ediled as lime spen, on 21 lOA ,n lhe same or other plants ol the Corporalion 10 include: 31552255, 31564257 31565258. 32355255, 32356257, 32357258, 32674255. 32675257 32676258. 32768255.
32769257, 32770258, 32771255, 32772257 32773258, 33652257, 33659255. 371S5258 (not 10 be considered all-1nclusiveJ
b Management Non•Supe<V1soryclass11icaIionscrediled as ,,me spenl on 2180A and 22900 In Ihe same or other plants of lhe Corpora110n10 ,nc<ude· 33594256 and 35774256 inol 10 be cons1<1eredall-1nclus,veJ
c =Employees may be reassigned from time to 1ime on ,obs lha1 shall provide 1,ain1ngexperience and 1hat are commensurate with the employee's classificaI1on level The Union recognizes the desirability ol reassI9mn9 employees for such pu,poses.
d =Employees on-coll as of 9/14ll6 wtlo were on classi!icaI1ons 57900, 59900. 57910 (85100) and 59910 (85200} shall have lime spenl on 57910 (85100J crediled for phase-up 10 59920. unless the employee was promoted 1057900 after 9114176

( ) Denotes previous classificat1on number

 E/O&C

(M-10) MOU Sourcing and Job Security

M-10
MEMORANDUM OF UNDERSTANDING
SOURCING AND JOB SECURITY

During the--2G4-9-2Q2.J_negotiations,the Union raised numerous concerns about the

Company's sourcing actions and the impact on employment opportunities. While
recognizing our common objectives for quality, speed to market, product innovation,
compliance with government regulations and achievement of competitive costs, the parties
agree that it is incumbent upon them to exchange information which allows the International
( UAW leadership and Sourcing Representatives to provide input into sourcing patterns and
sourcing decisions while still meeting product development target dates.

To that end, the Company commits to work and assist the Union at both the
International and Local levels to identify work, which can be performed competitively, that
supports the parties' interests in preserving jobs, replacing jobs which may be lost by
out?ourcing actions, creating jobs for laid off employees and to work together toward
identifying insourcing opportunities. It is the Company's intention to grow the business by
increasing market share through new product offerings, and to continue to rely upon its
employees and facilities as the source of its products. However, the opportunity to grow the
business may be limited by market conditions, or the availability of funding for new product
investment. The Company agrees to incorporate the procedures and structure outlined
herein when making sourcing determinations during the~ 2-m Agreement.
Sourcing Rationale
The rationale for sourcing actions will consider the following criteria: the degree to
which the Company's resources can be allocated to further capital expenditures, cost,
technology, timing, quality, statutory requirements, proprietary rights, overall financial
stability of affected facilities, occupational and related environmental health and safety
issues, the impact on related facilities, and the impact on long-term job stability. Other
factors considered by the Company before a final sourcing decision is made will include the
effect on employment, and job and income security costs on both a short and long-term
basis. Such criteria shall give equal weight to the full impact of a sourcing action on FCA US
LLC-UAW represented employment levels and relative to the job and income security of
FCA US LLC-UAW represented employees. The National Sourcing Committee may form
Joint Task Forces to ensure full implementation of such criteria throughout the Company
and, on an as needed basis, to address any specific sourcing areas of concern identified by

S"-.....the Union. ~ c· s-.2) AlsJ\ I Li I'd~ )~7

1/
.3 ....rl
/ c)J.2112. l)'P
J\Af'\
l]N.Jrt
I ' r, .........
\../\V lo
IZ,6/--Z,1
r The National parties will jointly further develop the above criteria to be used to address
sourcing issues. In review of financial criteria, appropriate corporate return on investment
and burden will be identified. Pertinent criteria will be applied consistently in comparisons of
internal and external supply capability.

National Committee Members

The parties have agreed to maintain the National Job Security, Operational
Effectiveness and Sourcing Committee (National Committee), comprised of Company and
Union representatives. The National Committee shall be co-chaired by the Vice President
and an Assistant Director of the FGA Stellantis Department, UAW (or mstheir designated
representatives_)and the Vice President of Employee Relations (or his designated
representative§). The members of the National Committee shall have responsibilities as
outlined in this Memorandum. The National Committee will meet as required in conjunction
with National JSOES:

1. Monitor the efforts of the Local Committees.

2. Approve Local Committee efforts to improve operational effectiveness and coordinate
these actions when appropriate.
3. Coordinate, where applicable, the execution of Special Programs described in
Attachment A as well as the movement of employees within or between Labor Market
Areas. For example, where a permanent loss of jobs has occurred or is scheduled for
the location, the parties may discuss the transfer of employees to other locations;
such a transfer could be in advance of the scheduled job loss, if it could be
accomplished without adversely affecting quality or operating efficiency.
( 4. Act on requests from Local Committees to waive, modify or change National
Agreement provisions when such action would result in the preservation or increase
of job opportunities. Approval of such requests will be countersigned by the Vice
President and an Assistant Director of the-f&A-Stellantis Department, UAW and the
Vice President Employee Relations, FCA US LLC.
5. Make periodic reports to the Union and Company leadership regarding the operation
of the Sourcing and Job Security Program.
6. Review potential competitive sourcing opportunities where there is available floor
space, equipment or capacity, as well as opportunities where low labor content
operations could be removed, thereby creating space for more competitive higher
labor content operations.
7. Periodic review of future and emerging technologies, innovations, research and
process changes.

Tlie ~taUertelJee Seeuril·t, O~ereUeRalEft.eeti'l'eftessaAd Seureing GoffirAiHee is

speeif-leallyefflpowered to pefiod~eelly review a Ad e•¾·aluale
lhe operation of this
Momomndum of Understanding and malte rnultrnUy salisfaetory adjustmen~s lo i~9
~sioAs dufing U1cleFffl of lhis Agrncffienh

8. Discuss potential needs for training of the local committees relative to their
responsibilities under JSOES.
9. Discuss current sourcing patterns and potential changes going forward.\

The National Job Securjty, Operational Effectiveness andSourcjng Committee is specifically

emRowered to RBriodfcaHyreview and evaluate the ORerationof thls Memorandum of
Understanding and make muJuallysatisfactory adjustments to its Rrovisions during th{! term
l of this Agreement.

_AVfa I }'d~
tJ_
0

~~ '"/'L-t!>
 An annual Roundtable Meeting will be conducted involving senior management from
Source Planning, Procurement and Supply, Product Strategy, Engineering, Manufacturing,
Employee Relations and the National Committee and the leadership from the UAW-FGA
Slellantis Department. The agenda for meetings will include a review of vehicle plans for
assembly, stamping, power fFBinRroRulsjgn. and components. Related Source Planning
actions to support these plans also will be the subject of the meeting.

It is understood that the Company's frank discussion with the Union about sourcing and
related plans may require the Union to keep information confidential until the Company
consents to its release. The Company, on its part, also agrees not to use the results of such
discussions to obtain more attractive contract terms from outsiders in lieu of keeping the
work in-house.

Assembly Meeting
An annual Assembly Meeting win also be conducted by:senior management from
Assembly OP.erations and Engineering for the National Committee and the leadershiP. from
the UAW SleJla11HsDeP.artment.The agenda for meetings will incJ_µdea review of the
Assembly Long Range Plan (LRP) and the anticipated eff~ct_on_AssemQ.ly_P.lantP.roduct
loading~

Po,.~~e,Tl"aiAProp..11JsionMeeting
An annual P&t'4'erTrain ProP.ulsion Meeting will also be conducted by senior
management from Power Train ProRulsion Operations and Engineering for the National
Committee and the leadership from the UAW-FSA:-Stellantis Department. The agenda for
meetings will include a review of the Power TFai~ProP.ulsion Long Range Plan (LRP) and
( the anticipated effect on PO't','erTfain ProQulsion plant product loading.

Stamping Meeting
An annual Stamping Meeting will also be conducted by senior management from
Stamping Operations and Engineering for the National Committee and the leadership from
the UAW FGA SJella.a1i§Department. The agenda for meetings will include a review of the
Stamping Long Range Plan (LRP) and the anticipated effect on Stamping plant product
loading.

~f-Pfedtl-et GreatieA Prneess ,cPGP) Product. Oev_t;t.lQP.ment Proce.s_s_(e,oe)_

It is imperative that sourcing discussions and notification becomes an effective and trusted
tool. It is recognized that early involvement by the UAW in GPGP PDP will greatly enhance
the chances for mutual success and will not jeopardize the product creation objectives of
quality, speed to market, product innovation, and lower total cost.

The Company continues to adjust to the significantly compressed GPCP

PDP timeframes and overall objective to improve speed to market. The timing for achieving
various GPGP PDP milestone dates will fluctuate depending on the risk inherent in each
product program. Therefore, future sourcing notification timing will vary uniquely with each
program on a case-by-case basis but will remain consistent to the early notification,
disclosures, and protocols mentioned throughout this memorandum. Specific GPGP EDP
milestone target dates will be disclosed at the Program Overview Meeting. The reality of
variable program timing and ongoing system change dictates frequent and structured
communication for effective sourcing discussion and notification.

L Product Update
In order to involve the UAW at the earliest stages of the product creation cycle, the
Vice President of the UAW FGA-Stellantis Department along with the International
~'Sou::g
'.>iu-:,J R?JZ:_tative and the Vic~~s~:e~t of Employee Relations or his des)IB; /u P~ /:fj
w/l- ~, ('®1..1.- ~ J / Q..vv to/u/1,;r..
( representative will meet twice a year with the Head of Ad~oneed Coneepts Engifteefi.F\§'
fAGEtPhysical and Functional D~gn and Integration (PFOI) to provide updates on current
and future products.

Additionally, members of the National JSOES, including the

UAW ~ Stellantis DeP.artment leadershiQ, will meet guartedy, or as necessary, on a
confidentia~ basis. kl discuss new or redesigned vehicles. eng!!lg§. traosmissjons,
cornQonents or subsystems under studY,but ()0t y:et at Qrogram aQQroval. In as much as this
mitestone is well in advance of any_Qrogramarmroval or P.lantloading, the directional
information for discussion will include Q0tenti,alQre-source activlties, body_myles, brand
as.sump~. of saJitas available.
role in the overall Qortfolio and P.rimary...@glons

Advanced Vehicle Awareness

During the 2015 negotiations the UAW expressed its concerns regarding the
notification to the Union at the earliest stages of product development where the salaried
bargaining unit is involved.

As a result, quarterly Advanced Vehicle Awareness (AVA) meetings will generally be

held with the UAW Sourcing Representative, the Local Presidents of 212--&_,412,1284 &
11Q2. and/or their designee, Head of AVD or his designated representative, and a
representative of Employee Relations. The intent of these meetings is to involve the UAW at
the earliest stages of a program development process to disclose any FCA US LLC program
information where the salaried bargaining unit is involved. In addition, a high level program
overview of future products with directional timing including the preliminary GPGP PDP
timeline will be presented. During the early stages, where sourcing actions are being
( considered, the AVA meeting will provide an opportunity for the Union leadership to
participate in discussions prior to the sourcing direction. As the program matures and
sourcing direction is established information will be shared at the Local JSOES meeting.

Addilionally, members of the NaHoAalJ8OE8, including the U~N FGA-8tellaA4is

Deparlfnent leadership, '#ill meet quarterly, or as necessary, on a eonftaentiel basis, lo
Ef.iseussnew er redesigned vchfeles, engiAes, lronsm-i5sions, eempoAeRts er sul:lsys~ems
under study but nel yet at program apprnval. IA as R'll:lehas tliis f'flileslone is weiHA-aGVaAee
of any progrnm eppro·.<alor planl loading, the direetional information for discussion win
incit:tdepo~entfalpre 901:tfCC oelh·ities.e~lyles, bffifld OSSttffifdiOAS, Felein tMeOYCfOH
r:,e,#olio8FldpFifAOf'f Fe§iieASef s-aleas 8¥8ilaeile.

Program Overview Meeting

During these negotiations, the Union expressed concern relative to full involvement at
the earliest stages of the decision-making process. To that end, the Company shall inform
the respective UAW Sourcing Representative of New Major Vehicles or Major Redesigned
Vehicles at the Program Overview Meeting. Information discussed at this meeting will
typically include program objectives,-CPGP PDP milestone dates, marketing objectives and
customer requirements, and potential assembly and stamping plant loading capability.
At approximaJe1y:the Sy,nc 1 milestone of the new PDP TimellnfJ, the Program Overyiew
Meeting will be hetd between the P.Brties.

Supplier Selection Source Plan

The International Union will be notified in writing by the Company of plans to proceed
with a new or redesigned vehicle, sub-system or component part. During the Program
Overview Meeting, the National Committee Co-Chairs, Administrative Assistant(s) to the
l Vice President and Director of the-FGA Stellantis Department, UAW, Assistant Director of
thttSA Stellantis Department, UAW responsible for Sourcing, other designated senior
manageme~sentatives, and the appropriate UAW Sourcing Representalive(s) shall

~!::1•" o.P
.)
• mv1+- (_5(7 .A-BAlL'=>
n~
u ;d~ )g?
/-, ., /-,.,,
( be provided a Program Overview by senior Platform management. Such information shall
include a review of current sourcing patterns, including the names of suppliers producing
components for the current vehicle, any possible changes in assembly, subassembly,
stamping, r,eweFtftlirl R!QP.ulsion,proving grounds and other component sourcing patterns
which have been identified by the Platform, possible insourcing opportunities, targeted
market and cost objectives, and technology which may impact the represented workforce.

All contemplated sourcing decisions which impact tooling programs, process changes,
die construction, die design, tool design, stamping tooling, assembly tooling, processes,
technology and design and prototype work at Assembly, Stamping, Po•.verTmin ProRulsion ,
Proving Grounds and Component manufacturing locations shall also be provided
subsequent to the Program Overview. With the information provided during the Program
Overview Meeting, and subsequent meetings, and as appropriate during the meeting cycle
with the UAW Trades Effectiveness Representative, the UAW Sourcing Representative may
provide input or alternatives to sourcing pattern(s) which coincides with the Program
Overview Meeting and the Final Source Plan. If, during these meetings, issues between the
UAW Sourcing Representative and the respective Platform cannot be resolved, the matter
may be referred to the UAW Assistant Director - Sourcing and Senior Manager Sourcing
for review and resolution. In the event the parties are unable to resolve the matter, it may be
referred to the National Sourcing Council (Council) for early resolution. The Council shall
consist of the Vice President and Assistant Director of the FGA Slellantis Department, UAW,
Administrative Assistant(s) to the Vice President and Assistant Director of the FGA
Stellantis Department, UAW, Assistant Director of the FGA Stellantis Department, UAW
responsible for Sourcing, Senior Vice President of Manufacturing, Head of Vehicle
Engineering, Senior Vice President of Company Quality and Vice President of Employee
( Relations, and other appropriate designates. The Council will meet to review issues brought
to their attention by either party in the interest of reaching a resolution which serves the
mutual goals and competitive challenges of the parties.

Final Source Plan

The UAW Sourcing Representatives and UAW Trades Effectiveness
Representative shall be provided updated and confirming sourcing documentation of the
types provided during the Supplier Selection Source Plan as notification of contemplated
changes in sourcing patterns. Documentation will be provided to the Employee Relations
Sourcing Administration office for distribution to the appropriate UAW Sourcing
Representatives. This documentation, which will provide the design and engineering
sourcing information and prototype sourcing information where different than the production
source, shall be forwarded to the appropriate Salaried Local President and Unit
Chairperson.

National Committee representatives will monitor sourcing, address sourcing concerns,

as well as monitor and oversee employment levels and the administration of the Sourcing
and Job Security Programs. They shall be provided timely access to all data, including
financial and cost information, to evaluate potential sourcing actions and their impact on
UAW-represented jobs.

The National Committee shall meet on a quarterly basis. At the quarterly meeting, data
regarding work brought in-house and work outsourced will be provided and discussed.
Moreover, the members of the National Committee shall be advised of all Appropriations
Requests as they are received, including the number of potential jobs affected. (In addition
to providing hard copies, the Company will provide a summary of this data electronically.)
l
National Sourcing Committee Meetings
cfe'P
A Io /~<o j'}J
o.n~~+-
~.~;.,,, l
Cs~ Gto ,o;~~lu
~ A)
( The appropriate National Committee members will meet on an as required basis as
frequently as twice a month. Additionally, on an as needed basis, representatives from
various functional areas may be scheduled to meet with the Committee (i.e. Manufacturing,
Purchasing, etc.).

In order to facilitate these discussions, the Company will ensure that information
regarding Platform sourcing is provided on a timely basis to the designated UAW Sourcing
Representative for the respective platform while new or redesigned vehicles are being
developed. The UAW Sourcing Representative may arrange for a meeting with the
Company Representative to present their competitive in-house alternatives to Company
sourcing decisions. In addition, the Company Representative shall be responsible for
advising the UAW Sourcing Representative of meetings, which may occur as frequently as
twice a month, regarding Company sourcing decisions. The Company Representative will
also provide notice of potential make/buy studies, along with prototype and related salaried
sourcing information as it pertains to but not limited to, Product Engineering, Manufacturing
Engineering (AVE, AME, ME, ASME, ST, PS&D) and other salary represented resources
covered by this Agreement. With such early access to and involvement in the sourcing
decision-making process, the UAW Sourcing Representative shall be able to develop an in-
depth understanding of their respective Platform's sourcing patterns along with the possible
impact which sourcing decisions may have on the hourly and salaried bargaining unit(s).
They shall meet upon request with senior members of the Platform or other functional areas
as appropriate.

During this process, the designated Representatives from the National Committee will
work together to review the sourcing pattern of new or redesigned product with the intent of
ensuring that the UAW Sourcing Representative will be equipped with the knowledge
necessary to provide their competitive in-house alternatives in the aforementioned process.

Local Committee
The Company and the Union agree that at each bargaining unit covered by this
National Agreement, a Local Job Security, Operational Effectiveness and Sourcing
Committee will be established to administer the Sourcing and Job Security Program. The
membership of the Committee will consist of the local Plant Manager, or the Manager's
designated representative, and other representatives selected by Management; the Local
Union President or the Local Union President's designated representative; and the Plant
Shop Committee along with the Unit Chairs of the appropriate UAW Salaried Bargaining
Units. The Local Committee will meet at least once per month. The following duties of the
Local Committee will be performed jointly:

1. Review actions which may result in layoffs and the reasons for such actions.
2. Participate in discussions regarding sourcing decisions as outlined in this
Memorandum of Understanding. One (1) existing member of the Local Committee
from the Union and one (1) from Management will be designated to lead the review,
coordination and report recommendations of potential insourcing opportunities as part
of their normal roles within the Committee. Both parties agree and commit that these
matters should be viewed as a priority. To this end, management will ensure
appropriate resources are provided to respond to Union requests for pertinent
information.
3. Participate in discussions regarding the introduction of new or advanced technology
as provided in Memorandum of Understanding M-6, New Technology, contained in the
National Agreement, including discussions on training and learning opportunities.
l 4. Fulfill the requirement to meet and report monthly that appropriate communications
have taken place; upon the request of the National Committee, the local parties will
be required to provide detailed information to support their monthly joint reports.

p~
~
Jo j,ld
lC h,
/ 1,,P, -.t
 5. Review the manpower requirements of forward product, facility and business plans,
maintaining the confidentiality of the material being evaluated.
6. Coordinate appropriate local training activities.
7. Develop and initiate proposals to improve operational effectiveness to secure existing
jobs, and to attract additional business thus providing additional job opportunities.
8. Make recommendations to the National JSOES Committee, as appropriate, regarding
any aspect of the Sourcing and Job Security Program. This may include any aspect of
the contractual relationship between the Company and the Union that is relevant to
the duties of the Local Job Security, Operational Effectiveness and Sourcing
Committee.
9. Identify and review investments in the facility or equipment which could improve
product quality or operational effectiveness.
10. Review past outsourcing decisions and identify opportunities for insourcing which may
be investigated as well as new business (such as product launch or other significant
events).
11. Assess and monitor the utilization of floor space and equipment on a periodic basis as
a way to generate opportunities for insourcing work.
12. Unresolved issues regarding the Local administration of this Memorandum of
Understanding can be jointly submitted to the National Committee.

The appropriate member(s) of the National Committee will assist the Local Job
Security, Operational Effectiveness and Sourcing Committee (Local Committee) in
implementing the provisions of the Sourcing and Job Security Memorandum. If the parties
cannot resolve a sourcing issue, the Local Union may file a grievance at the second step of
the regular Grievance Procedure. If the grievance cannot be resolved, the grievance may be
( appealed to the Appeal Board in accordance with the Grievance Procedure. In the event the
Appeal Board is unable to resolve the issue, it may be appealed to the Impartial
Chairman. The Impartial Chairman can only provide a remedy where he finds that (1) a
violation of the express commitments set forth in this Memorandum has been established;
(2) the established violation resulted from the exercise of improper judgment by
Management; and (3) any employee who customarily would perform the work in question
has been laid off or was allowed to remain on layoff as a result of work being outsourced or
not being brought in-house. The Impartial Chairman's remedy shall be limited to back wages
for the affected employees, and the recall and/or placement of affected employees on
regular productive work.

Temporary Offloading
When a temporary offloading action is being contemplated, the Plant Manager or his
designate will provide to the President of the Local Union and/or Unit Chair of the impacted
area, a written notice containing the reasons under consideration for the temporary
offloading at that location. The notice of the offloading action will be given as soon as
practicable, consistent with the reasons such offloading becomes necessary and expected
date of return. Copies of this notice also will be provided to the UAW Assistant Director
responsible for Sourcing and other National Sourcing Council members.

Temporary offloading notification is not intended to provide a means for circumvention

and abuse of the normal outsourcing notification procedures outlined in this Agreement.
Should circumstances arise that an offloading action may be viewed as no longer
temporary, the local parties will meet to discuss their respective concerns relative to the
projected return of the work. Should these issues remain unresolved at the Local Union and

L Plant Management level, such matters shall be referred to FCA US LLC Employee
Relations and the Assistant Director of the-FGA-Stellantis Department, UAW responsible for
Sourcing in an attempt to reach a resolution. If after discussions, it is deemed appropriate,
the Company shall forward a copy of the temporary offloading notice to the Vice President

~/YlW- c~J) A]A ro )~/;;iJ

t.. . ) (' rt) 10 n..D- l-'7-,
( and Assistant Director of the UAW FGA Stellantis Department. If a situation arises wherein
work which was temporarily offloaded under these provisions is subsequently contemplated
for permanent outsourcing, all applicable provisions of this Memorandum of Understanding
will be applied prior to such work being permanently sourced to an outside supplier.

The parties understand that circumstances do arise wherein the projected return date
of temporarily offloaded work legitimately requires an extension and such extension
requests will be reviewed by the National Parties.

In addition, the following specific commitments have been made to address sourcing-
related job security concerns of UAW members:

Insourcing
The National Committee and, where appropriate, the Local Committee will discuss the
practicality of insourcing, in whole or in part, work previously outsourced or new work which
the Union identifies as that which might be performed competitively within the location
based on the criteria outlined in this Memorandum of Understanding.

To assist in this process, the International Union will be furnished a complete list of
work similar to that currently performed at the location that (1) has been outsourced from
that location, or (2) is currently performed by-AeA-FCA US LLC YAW-suppliers for FCA US
LLC. These lists will be updated and will include the suppliers' location (city and state),
union affiliation, the supplier contract expiration dates, annual volumes, and U.S. plant
locations receiving the parts and will be furnished via electronic media three times per year
in January, May and September. The parties will initiate efforts to insource particular work
( consistent with the aforementioned criteria to create prospects for growth and to provide
jobs for employees on layoff.

Additionally, the International Union will be furnished a complete list of commodities by

Supplier and a list of Tier 1 Modular Suppliers. The list will be updated and will reference the
information above including the suppliers' manufacturing location (city and state), union
affiliation, the supplier contract expiration dates, annual volumes, and U.S. plant locations
receiving the parts and will be provided via electronic media, in Excel format, three times
per year.

The parties acknowledge that a commitment to job creation and preservation will
require ongoing, close cooperation. The National JSOES will support the efforts toward
creating and preserving jobs by implementing the jointly agreed upon process described in
the Sourcing Administration Manual. This process will operate primarily at the National level
but will be structured such that it will also support the efforts of the Local JSOES
Committees relative to insourcing activities.

If it is established that certain work can be performed competitively, judged by the

above criteria, Management will adopt the Committee's proposal and, barring unique or
unforeseen circumstances, bring the work in-house. The Union shall obtain any necessary
approval or ratification within thirty (30) fortY.-five (45)_days of the decision to bring the work
in-house.

In addition, the parties recognize that there may be occasions when the Company may
wish to temporarily assign work to a FCA US LLC-UAW facility from a non-FCA US LLC-
UAW facility. In these situations, a Notice of Temporary lnsourcing will be completed and
L submitted via the same processes as a Notification of Temporary Offloading.

.Al3
fa rO )') ~ G]

Ln> IC /i8 /i,3

 Outsourcing as used herein means the Company's sourcing of work from FCA US LLC
UAW locations, including work connected with current, new or redesigned vehicles,
fabricated parts, pe>NeF trnin-; RIQpulsion systems,_component products, dies and fixtures.
Excluded from this definition are changes in production or purchase arrangements made by
any non-FCA US LLC/ North American sourcing authority (i.e., subsidiaries, affiliates,
captives, joint ventures, transplants, etc.).

If changes to the published and distributed sourcing pattern are contemplated at any
time during the vehicle development or production cycle through the initiation of make/buy
studies, or when any change in sourcing direction for a process unrelated to vehicle
development is contemplated, the International Union, the UAW Sourcing Representative,
and the Local Union at the affected location will be given written notice. When the Source
Planning function, or the equivalent function at either the Company, Division or plant level,
contemplates an outsourcing decision, the International Union, the UAW Sourcing
Representative, and the affected Local hourly and salary Unions will be provided written
confirmation of the action. The notice shall be provided to the Union as far in advance as
possible or prnmpUy following oppFO'¾'OI,and consistent with the timing requirements of the
product's development cycle. The notice will_Qrovide,.Qna conridential basis, the reason for
the outsourcing, a descripJiQnof thework involved, the number of jobs affected on both a
short-term and long-term basis, if known, at both the affectedfacility and any other FCA U&
LLC UAW reRresentedlaciUty, the identification of the sourcing authority, the quality status
of the recommended supplier. The Company agrees to provide the International Union, the
UAW Sourcing Representative, and the affected Local Union with all relevant financial and
cost information including incremental costs used in developing the cost of completing work
in-house. Data will be provided in conjunction with the aforementioned notice. Proposals to
( keep the work in-house will be made by the Union within ninety (90) days of the receipt of
written notice.

If it is established that the work can be performed competitively, judged by the criteria
listed earlier in the Memorandum of Understanding, Management will, barring unique and
unforeseen circumstances, keep the work in-house. The Union shall thereafter obtain any
necessary approval or ratification within tttt~ forty-five (45) days of the decision to
keep the work in-house.

Where make/buy study findings do not impact the current sourcing pattern, the notice
of contemplated sourcing will be withdrawn.

When such an outsourcing decision is contemplated at any level of the Company, the
written notice will be given to the Vice President and Director, FSA Stellantis Department,
UAW. A copy of such notice will be given to the Chairperson of the Local Committee at the
same time.

When such a contemplated outsourcing decision is initiated by the Company at a level

external to the affected location(s), the Company will provide sufficient advance written
notice to allow the designated Management representative at the affected location(s) to
comply with the notification procedure.

Additionally, International Union and Local Union input will be sought by the Company
as early as possible in the outsourcing decision-making process as referenced in the New
M-1 O Sourcing Administration Manual. The intent of the evaluation period and Union input
being sought as early as possible is to allow for more thorough discussion and to permit the
parties to better assess the impact of outsourcing on the long-term job stability of
employees and the financial viability of given Company locations.

~~~..1.~ o/:, ~ Oli:l+

A1J
 The Company will not enter into a contractual relationship with a non--FCA UAW
supplier until such time as the designated Management representative of the impacted
location provides written verification that the above notification procedure and discussion by
the Local Committee has taken place.

The Company agrees to a full disclosure to the International Union of the procedures
utilized in the sourcing decision-making process.

Full implementation of the processes contained within this Memorandum should

provide the parties the mechanisms to take advantage of every opportunity to use internal
resources and to create jobs for all employees. EurthBrmore. as the P-artiescontinue to work
together to weserveFCA USLLC UAW jobs, they will follow the processes containedin the
~greement regsllifing the outsourcing moratorium for existing traditional Salary...B.filgaining
Unit work. To that end, the National Commitee will review circumstances thal ar~sewhere
outsourcing may be unavoidable or concerning the interweta!Lon of the agreement. The
commitments expressed in the Memorandum are intended to contribute significantly to our
cooperatively working together to provide UAW_u;mresented FCA US LLC emRloyees in the
U.S. imRroved job security.J:lyresRonsibly_growing the business, wherever feasible.

Sourcing Financial Data

During previous negotiations, the parties discussed the importance of a standardized
Make/Buy Study process that consistently evaluates the internal and external sourcing
alternatives as well as the application of objective financial criteria, such as Net Present
Value (NPV). The Union expressed concern relative to the exclusion of Net Present Value
(NPV) data on the Union Relations Fact Sheet (URFS), as well as, the need for clarification
( of the Make/Buy financial business case analysis process.

Effective with the date of the Agreement, the Company will provide an updated and
expanded Union Relations Fact Sheet (URFS). The National JSOES Committee will review
the Make/Buy Study for clarification of the URFS and supporting business rationale. While
the Company retains the right to modify, alter, or revise its financial data, the Company will
advise the Union of changes in financial methodology as applicable.

Further, the Company agrees to identify and explain the variables associated with
developing the URFS and the calculation of NPV data. An overview explaining all variables
associated with the URFS will be provided to the Union with future updates as they occur.
This will allow for more thorough discussion of the data and will permit the parties to better
assess the impact of sourcing on the long-term job stability of employees and the financial
viability of respective Company entities. In addition, such efforts are intended to assist the
national sourcing staff to support the local parties' understanding of the process and how
they can impact sourcing decisions.

ATTACHMENT A
MEMORANDUM OF UNDERSTANDING SPECIAL PROGRAMS

The National Job Security, Operational Effectiveness and Sourcing (NJSOES)

Committee may authorize Special Programs for designated eligible employees or may
approve requests from Local Job Security, Operational Effectiveness and Sourcing
(LJSOES) Committees for implementation of such Programs. Details of the Special
Programs as well as an explanation of Options, will be jointly presented to all eligible
employees. The NJSOES Committee will closely monitor the communication and
L administration of the Special Programs at the local level to ensure that eligible employees
are provided comprehensive information and counseling to ensure their complete

~:(,'~ <1 ~ -!Iv

n»}- A1JA
--l • J C;n)
 understanding of each Special Program provisions and the implications of accepting an
offer.

These Options may include:

1. Incentive Program - Retirement (I PR)

2. Special Early Retirement (SER)
3. Pre-Retirement Leave (PRL)
4. Voluntary Termination of Employment Program (VTEP)
5. Enhanced Relocation
6. Skilled Trades Retraining
7. Mandatory Placement

The National Parties may expand or limit these Options dependent upon specific plant
circumstances.

SPECIAL PROGRAM #1 VOLUNTARY TERMINATION OF EMPLOYMENT PROGRAM

The Voluntary Termination of Employment Program (VTEP) provides a guaranteed

lump-sum benefit payment subject to the conditions and limitations contained herein. This
Program is applicable to employees with at least one (1) year of seniority who are at work
on or after the effective date of the Agreement.

Description of Program Benefits

( Years of Allocation
Seniority as $ Amount Period
of Application Date (Months)
1 but less than 2 15,000 6
2 but less than 5 21,000 9
5 but less than 10 37,000 15
10 but less than 15 47,000 19
15 but less than 20 62,000 25
20 but less than 25 67,000 27
25 or more 72,000 29

The maximum gross amount of the benefit payable under this Program is $72,000 for
employees with twenty-five (25) or more years of seniority.
In no event, however, shall the amount of a VTEP payment provided under this Program
exceed such amount permissible under the Employee Retirement Income Security Act of
1974 (ERISA).

An employee who accepts a VTEP payment shall be provided with basic health care
coverage for a period of six (6) months dating from the end of the month in which the
employee last worked.

An employee eligible for an immediate pension benefit under the FCA US LLC-UAW
Pension Agreement, at the time of his/her break in service (due to participation in a VTEP),
shall upon completion of the Allocation Period and application for a pension benefit under

l the FCA US LLC-UAW Pension Agreement become eligible for post retirement health care
and life insurance on the same basis as other retirees. For purposes of applying the terms

sfL<1\
io
z;ct\t>
1
k
t>tJ MDlf- (_(oJ)
AI. J
 of the FCA US LLC-UAW Pension Agreement, such employees shall not be treated as
deferred vested by reason of their participation in the VTEP.

VTEP PAYMENT OFFSETS

Any VTEP payment to an eligible employee will be reduced by the employee's

outstanding debts to the Company or to the Trustees of any Company benefit plan or
program, including any unrepaid overpayments to the employee under the SUB Plan,
Exhibits to the National Agreement.

EFFECT OF RECEIVING VTEP PAYMENT

An employee who accepts a VTEP payment shall (i) cease to be an employee and
shall have his/ her seniority broken at any and all of the Company's Plants or other locations
as of the last day worked subsequent to the date his/her application for a VTEP payment is
received ("Termination Date"), (ii) shall have canceled any eligibility the employee would
otherwise have had for a Separation Payment and/ FCA US LLC-UAW Pension Agreement,
and (iv) shall not be permitted to retire under the FCA US LLC-UAW Pension Agreement for
the number of months of the Allocation Period following the Termination Date.

SPECIAL PROGRAM #2
PENSION PROGRAM
GENERAL

The National Committee may recommend that the FCA US LLC-UAW Pension
( Agreement be amended by letter agreement to provide a special early retirement window
for any employee who is at work on or after November 19, 1990 and is between the ages of
55 and 61 who has ten (10) or more years of credited service under the FCA US LLC-UAW
Pension Agreement. Such retirement would provide unreduced basic benefits for the life of
the retiree, temporary benefits payable in accordance with the provisions of the FCA US
LLC-UAW Pension Agreement and any supplements they may be entitled to based on the
provisions of the FCA US LLC-UAW Pension Agreement and the employee's age and
credited service. The annual earnings limitation provisions of the supplements shall not be
applicable to any special early retirement.

ATTACHMENT B
MEMORANDUM OF UNDERSTANDING
GOALS AND OBJECTIVES OF JOB
SECURITY AND OPERATIONAL EFFECTIVENESS

The Company and the Union recognize that quality and operating efficiency are
inextricably wed to job security, and that a high level of quality and operating efficiency
requires mutual respect and recognition of each other's problems and concerns.
Accordingly, in addition to the Local Job Security, Operational Effectiveness and Sourcing
(JSOES) Committee's responsibilities for the Sourcing and Job Security Program and
participation in discussions provided in related Letters of Understanding, each committee
will focus on cooperative efforts toward our common goal to improve the effectiveness of
operations and remove barriers to improvements, increase job opportunities and fully utilize
the workforce. The local committees will jointly develop a plan through an exhaustive
analysis of the location's operational efficiency.

l. Within six_(§.)months of the effective date of the Agreement each Local JSOES
Committee will review with Divisional/Group Management and the International Union the

~~\"~ov;
00
~;;; the locali°r ;;) and their plans indicating a:;Aand/o;
0
.~
9
p J

A ,/ ~ (' ..-,,.._ le> L, Q !--? -,

 changes needed to improve quality and efficiency at their location and to stimulate job
security of the existing workforce and attract new work. Such plans must then be approved
by the National JSOES Committee.

The National Committee will be available on an ongoing basis as a resource to Local

Committees and will review progress at the local level at least on an annual basis.

The following are examples of appropriate areas the local parties may address:

1. Identification of investments in the facility or equipment necessary to improve product

quality or operational effectiveness;
2. Procedures and plans to review past out-sourcing and outside contracting decisions,
and identify opportunities for insourcing and new business.

Efforts of the local parties to improve operational effectiveness may require change or
waiver of certain agreements or practices. It is understood that any such waivers,
modifications or changes would not be effective unless agreed to by the local parties
involved and approved in writing by the Employee Relations Staff of the Company and the
R;A-Steltantis Department of the Union. Such changes would be effective only at the
location(s) specifically designated.

INTERNATIONAL UNION, UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL

IMPLEMENT WORKERS OF AMERICA, UAW

FCAUS LLC
(

L
 E/O&C

(M-12) MOU Return to "Home" Unit O&C

M-12
e&G
MEMORANDUM OF UNDERSTANDING
RETURN TO "HOME" UNIT

The parties recognize that some employees placed pursuant to Section (54), or Letter
197 - Placement and Workforce Utilization of the National Engineering. Office and Clerical
Agreement may have the desire to return to their "home" unit. The parties recognize also
that, in affording such employees the opportunity to return, it is necessary to do so in a
manner consistent with the maintenance of quality and efficiency in both the releasing and
( receiving units. Accordingly, the purpose of this Memorandum is to provide methods and
procedures and to detail the circumstances whereby eligible employees will be offered the
opportunity to return to their "home" unit.

Upon ratification of the ~ 2023 Agreement, an employee's home unit is defined as

the unit where he first obtains seniority. Employees who have elected to no longer recognize
their former home unit or have forfeited seniority based on contractual provisions will have
their current unit defined as their "home" unit.

1. Eligible employees are those active employees who have been assigned to a unit
other than their "home" unit pursuant to Section (54), or Letter 197 - Placement and
Workforce Utilization of the National Engioeeriog,_Office and Clerical Agreement. Eligible
employees are further defined as those placed:

a. Prior to the effective date of the ~ 2023 Agreement who were not offered an
opportunity to return to their home unit pursuant to the work opportunity for laid off employee
provisions of Section (54) of the National Engineeriing, Office and Clerical Agreement,

b. Subsequent to the effective date of the~ ~ Agreement and who have worked
at least six (6) months at the new unit.

2. Eligible employees may file an application to return to their "home" unit at the
Employment Office on or after their anniversary of the sixth (6th) month following placement.
Employees will be provided a copy of their application.

L 3. Eligible employees who have applied to return to their "home" unit shall be placed
(in seniority order) on a "return home" list at the "home" unit.

~ o/{,o{?..-~ t.:\~Y\

~ ®I-I ot1 <!iJilJ->

'1 )b I Z3
(1,.__
 4. Each unit will maintain an applicant listing for use by the local parties.

5. Should a unit with a "return home" list have employment requirements, it will
combine its "return home" list and recall list (if any) in seniority order and recall from such
combined list until its needs are met or such combined list is exhausted. Should the
combined list be exhausted and additional employment required, it will fill further openings
in accordance with other applicable agreements between the parties and then by hire.

6. Should an employee return to his "home" unit under the provisions of paragraph 5
above, the employee will forfeit seniority rights at the "releasing" unit. Should an employee,
having requested return under paragraph 2 above, subsequently refuse an offer of return,
the employee shall lose seniority at all units of the Company except the unit at which he is
working.

7. It is recognized that the unit from which the eligible employee is released must do
so in a manner consistent with the maintenance of quality and efficiency. Accordingly, no
eligible employee will be released until a fully trained replacement is available. Consistent
with these principles, it is recognized that the rate at which employees are released may
vary due to the types of jobs held by "returnees", the availability of replacement personnel,
product or new model launch, releasing unit staffing requirements, etc. In all cases,
Management will endeavor to release employees as quickly as possible. Disputes regarding
this issue may be referred to the Company's Employee Relations Staff and the UAW's
National Ghrysler Stellant1s department for resolution.

8. Employees transferring pursuant to the provisions of this Memorandum will be

placed on available work and will not be eligible to alter the vacation schedules in effect at
( the time of their return.

9. An employee accepting transfer will be eligible to receive a relocation allowance as

provided in the Exhibits to the National Agreement after providing documentation
satisfactory to Management that the employee has changed permanent residence and
relocated.

10. It is recognized that the purpose of the six (6) month waiting period is to minimize
churning and not intended to create opportunities to hire shortly after individuals are placed
from one plant to another. If unique situations involving the six (6) month Home Unit Return
Provision arise, the National parties can review those situations and, if appropriate, provide
a deviation to the application of the six (6) month waiting period.

11. The parties recognize that the provisions of this Memorandum have complex
administrative implications. Accordingly, claims of violation are not subject to the Grievance
Procedure but instead may be referred to the Company's Employee Relations Staff and the
UAW's National Ghr,sler Stellantis Department for resolution.

T5 1fro(z-;;
l -hJ ,/YJj)I/
()/)
 E/O& C

(N-59) (M-13) Memorandum of Understanding • Health and Safety

Memorandum of Understanding Health and Safety

I. Joint Commitment to Health and Safety

This Memorandum of Understanding supplements the National Production and

Maintenance Agreement between the Company and the International Union, United
Automobile, Aerospace and Agricultural Implement Workers of America, UAW, and certain
of its Local Unions dated 8eeembef 16, 2049 SeQtember xx, 2023 as follows:
(
WHEREAS, no subject is of greater concern to the Company and the Union than the
physical wellbeing of employees in Company facilities, and in our recent negotiations no
subject received or deserved a higher priority than promoting safe and healthful working
conditions in the plants and PDCs; and

WHEREAS, the parties agree that an on~going program, in which both will participate
and cooperate, will aid in achieving this objective; and

WHEREAS, each Company location has established a Local World Class Participation
Council (LWCPC) to coordinate leadership involvement in all Joint Activity Programs
including the area of Health and Safety. This committee was developed for the purpose of
reinforcing direct involvement, by upper management and elected union official leadership,
in joint activity programs including, the attainment of the plant's general health and safety
goals. The parties mutually agreed that the LWCPC shall provide active support for Health
and Safety related matters; and

WHEREAS, the Company shall have the obligation to continue to make reasonable
provisions for the safety and health of its employees during the hours of their employment;
and

WHEREAS, the Union shall cooperate with the Company's efforts to carry out its
obligations, 12,
\'\,
NOW, THEREFORE, it is hereby agreed as follows:
,f} it /,l" i,47
L /v
J~'Jt.
I~
 The Company recognizes its ongoing obligation as an emRloy.fil..!Q.P.rovide
a safe and
healthfulworking
environment for all employees, Tothis end, the ComQany_agreesto:

ta) Reee9Aiz::eits ob!igetfon lo pro•91

ide a safe ond hea»Mul '+\"0AtingCA"ofjfORmcnt for
eFA1:1!ey0es.:rho implemen~ationoi aelioAeto l=lelpour emp,oyees fCO!iz:ea l=lceUhY;---iAjttfy-
ffee-worl( envi,onmont ie a lcadersni13responeietltly. Responsibility for health end safety
rnaUeF6FCfflains, 11e•.-;evor,
'Nitl=lthe Com13any.

a. (&)Provide; aannu.,ajh.ealtt;LandsafetyJraining for members of the Local Joint Health

and Safety Committee hereinafter referred to as the LJHSC..aft€l-Union Staff,
Management Health & Safety and other personnel not members of the LJHSC will be
included in the annual training if they are presenting health, safety and ergonomic
subjects and/or directly involved in health, safety or ergonomic projects. The NJC will
have final discretion on who attends the conferences. The LJHSC and other
conference attendees will be provided training as appropriate, at the annual Health,
Safety and Ergonomics conference, at the discretion of the NJC. The Vice President
and Director International Union, UAW FSA Stellantis Department will be provided the
opportunity to review and participate in such training or instruction programs and
make necessary recommendations.

b. Provide appropriate training in health and safety for all employees in accordance with
Company policy and NJC oversight.

c. The Goffipany, ttUpon request from the National Joint Health and SafetY.Co-
Leads, will-provide ~c Union member of the-L:dHSG,access to Hie aveileefe health
and safety documents referenced in Company policies. It will be at the discretion of
( the NJC to provide all such documents that are not available from the Company such
as:

National Safety Council Publications

Governmental Standards on Health and Safety
Corporate Health and Safety Bulletins
Trade Publications
ANSI/NFPA standards
Publications of Local Safety Councils

d. Explore oppoctunities to particiP.atein apQlicable National Consensus Standard

organizations such as the American National Standards lnstHute (ANSI) and the
National Fire Protection Ag.fill.Qy_(NFPA)to address safetY.in the~_orkP.lace.To that
end, th~eNJCshall include a meetingJi!genda item to discuss such opQortunities and
where apP.CQpJiale.JointlyyppJyfl]d, uponam:~roval,jointlY. QarticiP.atein such
Consensus Standards_Committees, In theevent the joint oartjeS.are a1wroved to
tn an external staru:tardspommittee. theNJC will recommend
p...ru:t!.gpate funding
!b!.Qygh the JojntHealth and Sa.!§!y_P-rQgrams whereuieemedapp_nmriat,e ..
~P.:ants on these committees must_,mportout any information relevant to our
industry at an NJC meeting~

e. fer-Provide a copy of the OSHA 300 log by Mare:h 1 of eoeh yeoF to the health and
March 1 of each Y,eare copy
safety professionals of the International Union's staff QY.
of OSHA 300 log, and the corresponding fflitfthours worked and incidence rate for ~fl?
each Plant/PDC. nlJ \1J"~'-

L Jo -3 o • -Z.3 ~ \J)fl{''t,
1s':Pl)tl rui(fl) J~ tO'
 Ill. National Joint Committee on Health and Safety

The National Joint Committee on Health and Safety hereinafter referred to as the NJC
consists of three (3) representatives of the International Union appointed by the Vice-
President and Director of the International Union, UAW SteUantis R;A Department, and
three (3) representatives of the Company appointed by the Vice-President of Employee
Relations of the Company. Each party will appoint at least two (2) members who have
professional training in industrial hygiene or safety.

(A) This Committee shall:

(a)--Meet at least quarterly. Minutes will be prepared for each meeting and a copy given
to the International Union members.

(b)--Review the Company's safety and health, ergonomics and medical programs and
make necessary recommendations.

(c)--Oevelop and recommend Company appropriate annual training to the LJHSC.

(d)--Develop and recommend Company guidelines for employee training.

(e)--The NJC will designate representatives of its organization to jointly review new or
revised government regulations which may affect Company health and safety programs as
well as review new or revised Safety Manufacturing Instructions (SMt's), Industrial Hygiene
Bulletins, Safety Bulletins and other Corporate Health and Safety documents such as the
Contractor Safety Manual on an annual basis. The NJC will discuss in advance, what
impact, if any, such change{s) may have upon the Company's health and safety programs.
(
(f)--Review problems concerning serious or unusual situations affecting facility health
and safety, medical and new model launch design-in-safety to make recommendations.

(g)--Receive and review injury and illness data for all facilities that the Company is
required to compile on OSHA 300 log with corresponding ffiaft-hours worked and incidence
rate.

(h)--Receive and deal with matters referred to them by the Divisional Health and Safety
Review Board (DHSRB) and the Local WOJ'fdGlass PaAieipatiefl Joint Stee(ing
Committee Gauneil (LWGPGLJSC).

(i)--ln remembrance of workers who have lost their lives while on the job, materials will
be provided for viewing by all employees per instructions provided by the NJC. Each
location will receive instructions prior to the specified date of our observance of Workers'
Memorial Day.

U)--The Company and the Union will work jointly with other recognized leaders in
workplace health and safety, such as the National Safety Council, American Society of
Safety Engineers, Global Organization of Ergonomics and the Institute of Industrial
Engineers to explore innovative methods of sharing best safety practices and training
wherever possible. The National Joint Committee on Health and Safety (NJC) will meet and
determine a process to accomplish our shared objectives in this area. The NJC will report its

L
findings to the Vice President and Director International Union,
UAW FGA.StellantisDepartment and the Vice President of Employee Relations for the
Company.
Jt;>-3v -2,3
6ft ;o/lv
\~'b

\O\V'l.i,'7
~h.~ o·t,
~ -rVDHM~(0q/ JJJI
 (B) The responsibility for the integration of B.E.8:T. and WGMm:mlicab!e Healthand Sa.f.filY.
( Rrograms within the ComP.any_Manufacturing/Facilities process shall remain with the NJC.

(a)--Specific training will include, at a minimum, all necessary WGM ComP.anY.

Manufacturing/Facilities Rrocess health and safety courses. As part of the Annual Health
and Safety training, the LJHSC will be coached on their roles and changing responsibilities
and provided training on key Health, Safety and Ergonomic subjects.

(b)--The B.E.8.T. Operating Principle tools will continue to be utilized to ensure

alignment with WBM .C.Q.nmanY. Manufacturjng/Faclmies Rrocesses and joint projects
standardization. The Weekly Safety Incident Review Board Meeting (WIRBM) is a key joint
leadership initiative and will continue to be supported by the parties with attendance and
engagement. In addition, one of the weekly meetings per month shall continue to include
the key elements of the former Monthly Safety Review Board Meeting.

(c)--We will jointly continue to enhance health and safety projects by providing direction
to the LJHSC, driving standardization, streamlining, where the joint parties agree it is
appropriate, and placing appropriate mechanisms in place to aid sustainment in the
process.

(d)--Risk assessment and hazard control tools for machines/equipment and workstations
such as Job Safety Risk Assessment (JSRA), Job Safety Risk Prediction (JSRP)
and Ef.gePaJ-theComRany_filgonomic asse_S_Sment tool will continue to be used to evaluate
jobs. This includes identification of tasks, identification of hazards associated with each task,
risk assessment, including documentation of near misses and selection of method(s) to
control. Reporting near misses and correcting them before an injury occurs is a key leading
indicator and an important WGM--ComP.anY, Manufacturing/Facilities Qrocess element in our
( continued effort to prevent injuries in our workplace. The parties agree that it is everyone's
responsibility to report near misses and employees who report near misses will not be
subject to disciplinary action as a result of reporting the incident. Selection of controls will be
based on the hierarchy, which gives preference to engineering solutions over procedures
and personal protective equipment. High hazard jobs should be determined by the LJHSC.

IV. Health and Safety Review Boards

Health and Safety Review Boards are established to review the status of the health and
safety program and resolve health and safety issues.

(A) Weekly Incident Review Board (WIRB)

The WIRB established at each location is co-chaired by the Plant/Location Manager and
the Local Union President. WIRB members will also include the plant/location manager's
staff, LJHSC, and the local shop committee. The responsibility of the WIRB is to review and
monitor the health arid safety program and WGMM<GL ComP.any,Manufacturing/FacilitY. •
orocess safety related activities at the facility. The LJHSC will provide technical assistance
to the WIRB. Any health and safety issues not resolved at the local level will be elevated to
the Division Health and Safety Review Board.

(B) Division Health and Safety Review Board (DHSRB)

The DHSRB is co-chaired by the Environment Health and Safety Division Lead and the
National Joint Health and Safety Co-Leads, who are members of the NJC. A OHS RB is ,,,~

L established in each division that has employees c..overed by this Agreement. The purpose~f j IY
Jo -..-st>• 2J \'D\ /v'7
~
'l 5
~~F
--1\Jo
~
(m).} I
(11D JJJ lO'
1//t:r
 this review board is to meet and resolve health and safety issues that have not been

r resolved by the LWCPC.

The DHSRB shall meet on a regular basis to consider appropriate health and safety
matters within the respective divisions, including the review of ergonomics, design in safety
activities, Industrial Hygiene and WGM/'/VGI::ComRany Manufacturing/FacilitY.
grocess safety ~iHat-activities. Health and safety issues unresolved by the DHSRB will be
referred to the NJC.

(C) Special Health and Safety Review Board (SHSRB)

The parties are committed to preventing fatalities and serious injuries. The SHSRB will
consist of the DHSRB for Engineering, Office and Clerical and the General ManagerNice
President or their designated representative, Vice President and Director International
Union, UAW FGAStellantis Department or their designated representative, the UAW
International Servicing Representative, UAW International representatives, Corporate OSH,
and the National Joint Health and Safety Department Co-Leads. In the event of a fatality or
serious injury, a special review board meeting will convene as soon as appropriate upon the
request of the NJC. The purpose of the SHSRB is to assist in the joint investigation and
incident review. An investigation including a safety hazard analysis of the job or operation at
issue will be conducted by a joint team including UAW International representatives
and R;ASJeJlantis Health and Safety staff, trained in accident investigation. Once the
investigation is complete, the joint investigation team will recommend corrective action
measures as necessary. Furthermore, the SHSRB shall meet as necessary to review
elements of the health and safety program.

V. local Committee
(
(A) Establishment of Local Committee and Representation

The LJHSC at the Chrysler Technology Center (Local 412, Units 1, 10, 14, 32,-&7-;-77)
and Chelsea Proving Grounds, Arizona Proving Grounds and Local 889 (all Detroit area
units) will consist of one (1) representative appointed by the Management and one (1)
representative appointed by the Vice President and Director International Union,
UAW FGA-Stellantis Department. The maximum number of hours per week in which the
Union member of each LJHSC will be allowed to perform their functions shall be in
accordance with the following schedule:

Number of Employees Hours Per Week

600 or more 40
250 to 599 8
Less than 250 4

In our other facilities where there are UAW represented salaried employees, the'basic
principles of this Memorandum of Understanding, except those provisions pertaining to
LJHSCs and tours by Local Representatives, shall apply to our office, clerical, engineering
and technical employees. Their interests and/or concerns shall be represented by the Union
Representative of the LJHSC.

In manufacturing facilities, the health and safety: trainer and ergonomic analY.stwill work
in thelr Rrima[Y.assigned function; however, there maY.be times based on facility needs
and/or special circumstanoes theJJ;eindividuals maY.be reguired to assist in each other's

l.. 1nd1v1duals may also act as the alternate for the Urnon member of the LJHSC per the (#·,
~~Y...QY conducting either training aod/or ergonpmic analystactivities on all shifts. These

~,
~t,1,
t,,'¥ ~
(I_' 1J
}C>··}O'Z.3 \ '[;'f

l7 :lhiw' on fYW(j /} J'i,AtO

 alternate language below, Thetrainer and the ergonomic analyst will have job descriptions
jointly defined bY.JheNJC and developed within 90 daY.sof the ratification of this contract.
(
NotwHhstandingJbe foregQlog, the parties recognize that the ComQanY.maiotains its
[ight t9 manage tbe workforce and obligation to P.royjdea safe and healthY.work~

(1) Hours of Work

Adjustments to the maximum number of hours each Union member of the LJHSC will be
allowed to perform their functions shall be made twice each calendar year, (1) effective the
second pay period in May, based on the number of hourly employees on the active roll in
the facility on the third Wednesday of the preceding month of April, and (2) effective the
second pay period in November, based on the number of FCA employees represented by
the UAW on the active roll in the facility on the third Wednesday of the preceding month of
October. The Vice President and Director of the International Union,
UAW FGA-St~llanJLsDepartment shall advise the Company Employee Relations Staff in
writing of the names of the appointees and the facility in which each is assigned. No Union
member ot o LJHSG: shall function in this caP.acity_ossuoh until the Company is so
advised an1dthe .Q.QmpanY. h~s acknowledg~d the appointment. Tl'le UAion meFJ1ber~
~nHe lerm. The Union member will receive training as outlined
hereinafter, without cost to them.

(2) Alternate Health and Safety Representative

(a)--ln the event the Union member of the LJHSC Is absent for one (1) day or more, the
member shall be replaced by an 2 RP.Ointedemployee who has been designated as the
Alternate Health and Safety Representative by the lntemolionol Union, provided, where
( possible, the Union member of the LJHSC has given local Management at least one (1)
week advance written notification of the expected absence of the regular Union member.
The Alternate Health and Safety Representative will be allowed to function in the absence of
the Union member of the LJHSC when such absence is occasioned by the Union
members aescAec for attendance at the annual joint training conference. As-sooR es
~mcHeol following lhe effective da~e,efthis AgreeFAeAl,~he lnternaUonol Union si=lell-f;roVide
to ti=loCompany the names of tho employees who have been designated by-+Re
International Union as AHemate Health and Safety RepreseAtali'♦'C.

(b)--Notwithstanding paragraph (a) above, the Union member of the LJHSC may be
replaced by the Alternate Health and Safety Representative when the member is absent for
one (1) day or more to investigate work related fatalities, serious accidents, and, in
accordance wfth V(C), conditions involving imminent danger when such fatalities, accidents
or conditions occur during the Union member's absence. Upon provision of one (1) week
notification tfle-an Alternate Health and Safety Representative will be released ~oreplace
the Health and Safety Representative for absences of one (1) day or more. Management
will consider"the business conditions to determine the ability to release the alternate in
emergency cases where the one (1) week notice is not provided.

When replacing the Union member of the LJHSC, the Alternate Health and Safety
Representative shall be subject to all the provisions of the Agreement applicable to the
Union member of the LJHSC.

(3) Part Time Health and Safety Representative Obligations

L
(a)-The Union member of each LJHSC who does not qualify under the schedule herein
to perform their functions forty (40) hours per week has a regular job to perform and that
16 - sD • 23
J
.d)\,Dl,
~
1;
'7;t,tll)
Tl :,f-i'_iJ 00 NJ)~],) ~ 1°
 they will advise their Supervisor on each occasion when it is necessary for them to leave

r their regular job in order to function as a member of the LJHSC. The LJHSC shall be
permitted to attend Shop Committee meetings, Special Conferences when requested,
during the portion of such meeting or conference when health and safety issues or
grievances thereon are discussed.

(b)-The Union member of each LJHSC will be paid only for time spent performing their
LJHSC functions during the time they are scheduled to work.

(c)--When a Union member of the LJHSC is permitted less than forty (40) hours a week
away from work the designation of such time shall be made by mutual agreement between
the Local Union and the Local Management.

(4) Overtime Scheduling

The Union member of the LJHSC will not be scheduled for Saturday, Sunday, holiday or
daily overtime work except as a regular employee in their department and when so
scheduled shall not perform their function as a Union member of the LJHSC; provided,
however, when three hundred (300) two hundred seventY.•five (275), or more than 50% of
the regular work force on their shift in a facility of 600 or more FCA employees represented
by the UAW are scheduled to work during hours for which they are entitled to receive
premium pay under either Section (69) or Section (70) of the National Engineering and
Office and Clerical Agreements, the Union member of the LJHSC for that facility will also be
scheduled to work and to function as Union member of the LJHSC during such hours. In
addition, they shall be scheduled when new equipment and/or major process changes are
being installed or tried out which may affect employee safety and one hundred (100) or
more of the employees on their shift are scheduled to work.
(
(5) Function Under Reduced Workforce Conditions

During a reduction in the work force in a PlanUPDC of six hundred (600) or more
employees the Union member of the LJHSC shall be permitted to perform the functions of
the office when fifty percent (50%) or more of the people on the members shift/crew are
working, except that during a reduction in force due to model change or Plant/PDC
rearrangement the member shall be permitted to perform the functions of the office when
one hundred (100) or more of the employees on the member's shifVcrew are working.

(6) Conduct

The Union member of a LJHSC will be permitted to perform their duties during regular
working hours, subject to the following conditions; (a) that the time be devoted to the prompt
handling of matters which are proper and pursuant to the terms of the Memorandum and
(b) that if it is necessary for a Union member of a LJHSC to speak to an employee about a
health ·and safety matter they'shall make prior arrangements with the employee's Supervisor
to do so.

(7) Working Hours

The Union member of a LJHSC shall be assigned to the first shift.

(B) LJHSC Functions

The LJHSC shall:

 (a)--Meet at least weekly to review health and safety activities/conditions/conduct
( systematic inspections within the facility. Evaluate program status and make
recommendations as needed. A summary list of items discussed shall be provided to the
Union member of the LJHSC.

(b)--Accompany Government Health and Safety inspectors, International Union Health

and Safety professionals, Company Health and Safety professionals, private agency
officials, and Company consultants on facility Health and Safety inspection tours. When
possible the Company will provide advance notice to the LJHSC of such visits. A copy of
any related reports, including those of insurance inspectors, will be provided, upon request,
to the LJHSC and the DHSRB regarding violations of applicable local, state, or federal code
or standard violation(s). In facilities of less than six hundred (600) employees, the time
spent by the Union member accompanying such inspectors and professionals shall not be
charged against the members weekly allotted hours.

(c)--Be informed of lost work day cases, Health and Safety hotline calls, review results of
the facility safety investigation of such accidents and upon request, review completed
OSHA 301 reports or their equivalent and make any recommendations. Investigate and
periodically review all work related fatalities and serious accidents, as defined in SMl-54.
When SMl-54 events occur the Management member of the LJHSC will notify the Union
member of the facts, and arrange upon request, for them to enter the facility with pay to
jointly investigate. The National Joint Health and Safety Co-Leads and the LJHSC will
receive an electronic copy of all SMl-54s via Company email system.

(d)--Receive a copy of the facility's report on OSHA 300A and the facility's man-hours
worked and the incidence rate for the pertinent period.

( (e)--Periodically review the OSHA 300 log for; lined out cases and associated rationale,
lost time, and the correlation between Workers' Compensation cases from the OSHA 300
log.

(f)--Review, recommend, and participate in local safety education, information programs

and employee job related training.

(g)-Ensure joint work-related safetY,observationsWSOT res1;1ltsnre properly entered

into the jointly accessible Company database by a person designated by the LWCPC Co-
chairs.

(h)-Ensure +he work~related safetY,observations,_ettffent elemeA~s of B.E.S,T. suoh as

poelml roFds ti'ta~eaptuFe audit countermeasures and closure status will be integrated
into tfle-gjointly accessible Company database; changes to such elements shall have NJC
oversight. This database may also include; PIV license status, LO validations and training,
Safety Talks, SMl-58 _a1:1dits,and Ergonomic_a:5sessments.

(i)--Ensure facility access to the Company OSHA recordkeeping information depository

is made available to Local Union Presidents, members of the Shop Committees and Chief
Stewards upon request.
6) \"Vher-e-thoWGM meU=iodologyis iR'lplementeE!,tho UAW HeoUh and Safety
Re~"6senlath•e ·1tillworlEwith the WGM Teehnieal 8efety-PH!ar at faeilUiee. The Teehnieal
Joint SofetyCe PiHar Leads shaU both be responsible for lhe following.

• Radar chert gap elosuFe-end to eStabli~l'Ion on geing persoRol deivclopment plan .A.\1'>
L iFnplement:alio11
in aecordanec '#ith Plant:fP0G route map objectives. r[/. ft.?)'\.'
tf :,
fo -3t-'- 23 ~ iq, 'L,

7?~ ot1~™-(J1) #10•

 ~ffieipation in rJillar meettAQ9,monU,ly WCM1WGLealls-aAd lead VVGMAllJCl.:lf~iningon
( pillar tools and associated aeHYities('f'fit:MUls, Tbs & TMs}.
-Worlt
1

1\'ill'IfflcmbefS of management and UAA"'lon all shifblmevi15 lo implamsAt pillar

1

aeUYitlcs8fld .-emo·vebarrieFSwhere appMeablcIA a professfoRol ffiaAner (h,elt:td1ng;::ISRAs,

JSRPs, 6afoly Captains, SMATs, & Katzen Journelsr-
lffipmvo PlHerhnowledge u~roug"1ltaieen and pfOjeel creation, implementation and
~ing of resulte,.
- Joi At de•rclopment and prosen~ation of soJe~ymaterial at the WGMM<6L audits.

ff) -~ Ypon r-eq1;1e.sl,

FGAwill notify U~c~HSG of signifiear;t cnvironmeAlal refflediot-ion
projeels, sp~ls or releases H'lat-aresubject to goveF.-.mentreponing requiremeAts. The
LJl-186-·.viiifo,-,Nerdst:Jehinf-o,molion te t!ie NJC. ParticiP.;atein ComRany,
Manufacturing/Facility_P,rocessactivities as defined bY.the NJC. Prior to imglementation,
such activities shall be communicated to the National Joint Health and SafetY,Co-Leads at a
bi-weeklY.meeting with the ComRanY,Manufacturing/FacilitY. Process Laads 1

(¼~)-- ModificalioAo wftl continue to ineiude a notificetieR-le-ll'le Union Be notified when a

contractor on-site has a serious near-miss incident that could have potentially injured UAW
represented employees in the immediate area.

(mD -· The Ul--l8G •.,;illbile advised when new or revised Health and Safety policies and
procedures are issued.

(C) Imminent Danger

When either member of the LJHSC has a reasonable basis for concluding that a
condition involving imminent danger exists, relevant information shall be communicated
( without delay to the committee members so that a joint investigation can be conducted
immediately and necessary recommendations made. Upon joint recommendation, the
machine or operation will be taken out of service to perform any and all corrective action.

(D) Information, Equipment and Resources

(1) NotificaJion of Fatalities and Serious Accidents

The Company agrees to:

Provide to the Union member of the LJHSC and to the National Committee prompt
notification of fatalities and serious accidents (as defined in SMl-54 ).

(4-Z)Safety and Industrial Hygiene Equipment

(a)--Provide equipment for measuring vehicle speed, noise, air contaminants, and air
flow which will be· available for use by the LJHSC. Proper arrangements shall be made to
permit the Union member of the LJHSC to use the safety and industrial hygiene equipment
available to the Management member of the LJHSC and in which the members of the
LJHSC have received training.

(b)--Where necessary, measure noise, air contaminants, and air flow with approved
direct reading equipment provided by the Company as set forth hereinafter. The LJHSC
shall also use, or observe the use of appropriate industrial hygiene and safety testing
equipment as required where available in the facility. The LJHSC shall be provided hands-
l. on training on duct static pressure and face velocity measurement using existing industrial
hygiene equipment and will be familiarized with the review and interpretation of data
"jl))
~\ C:f' /!/3

'B~?:nmw
0

0() Jsi~1°'t~
 contained in IH reports. Periodic reviews of noise surveys will be completed at applicable
facilities. Recirculation of air will not be permitted where employees' health and safety
cannot be assured.

(c)-- Exposure results from all personal breathing zone air sampling will be entered in
the sampled employee's medical record. The LJHSC shall be informed in writing of such
exposure and shall advise the employee. The Union member of the LJHSC shall also be
informed in writing of any corrective action to be taken.

(2J) Use of CameraNideo Camera

The LJHSC at all locations shall have equal access to a camera/video camera. The
LJHSC will be permitted its use as an aid in conducting joint investigations and
inspections, where special circumstances dictate the need, such as where
photographs/video tapes are necessary to enable the LJHSC to adequately explain or
describe serious safety or health problems to responsible facility management. The LJHSC
may also use the camera/ video camera to photograph health and safety items that are
being referred to the NJC.

Upon request, the Union Member of the LJHSC will be provided with copies of
photographs/video tapes which relate to health and safety matters in the facility. Such
photographs/video tapes shall remain the property of the Company and shall be for the
internal use of the LJHSC only and shall not be reproduced, published or distributed.

International Union Representatives responding to a properly submitted request for

Health and Safety assistance, may use cameras and/or video cameras under the same
restrictions as the LJHSC, upon approval of a "General Use Photo / Video Camera
( Registration and Temporary Pass Request".

(31) Place To Work

Each facility will make available to the Union member of the LJHSC a place where the
member can write reports or review health and safety material. In addition, the member will
be provided a computer or assigned a laptop if requested, with Company internet access for
health and safety research purposes and a filing cabinet or drawer to keep health and safety
material.

(4~) Mortality Data

LJHSC may request the mortality experience pertaining to the facility they
represent. Such requests will be referred to the NJC for prompt response using information
available to the Company. The NJC will investigate coding of injury/illness cases as
necessary.

VI. Research

The Company agrees to permit the NJC to continue to be responsible for evaluating the
need for occupational safety and health research, including designating additional
projects. The Company and Union agree to examine and conduct research projects on
subjects that address immediate health and safety needs. The results of research
conducted within Company facilities will only be used for purposes specifically authorized by _ \/\ 1:,
the NJC. The NJC will be responsible for prompt communication of research findings to
affected employees. The NJC, where appropriate, will meet, share information and
fl}'.'\~' v
VJ . i,'7
l_
. JD ·~so-23 , i1·,

1) ~1,J
00\\mt-CY)
(pl p IO'
 coordinate research topics with UAW-General Motors and UAW-Ford with respect to future
projects.

During these negotiations, the joint parties discussed research QP.P.0rtunjties

to be
funded by the National Institute of Health Care Reform (NIHCR). The NJC will convene
within 90 days of ratification of the agreement to discuss work plans and define research
agenda that are 100% funded by the NIHRC. Research areas maY,indude, but not limited
to iA-the following areas:

• The U Cat Berkley/Uni 111'e/"5i~,1

ef Nerth Gmolifla 19Feest--eBAeer
preveAHon srudy;

• Opioid Use disordeF (OUD) lnlervenHon resea~

de'.ielopeeiey-4AeNiaUenoI
• Univeroily oh\4iehigen will pilot OUD ifllerventlof1 pFOgFOms
Institutesof En9'lF0Al'JteAtal
Health SeieAees-~NIEHS).

• ~ijl COA'ljJlete the OUD stuay.

• AF\ eeeident preventioA eonferCflee ~oelimiRele sefi&tjs injuries 8fl&-:feteHties(SIF)~

• An accident Qrevention studY, to eliminate.fatalities.

• Lndustrlal hY,giene samQling, exP.osure assessments and medical surveillance:
o lsocyanates.~QOXY. resins and thermal decomQosition Qroducts

o EmQIOY,ee exQosure to endocrine disruRtors

• The National Institute for OccuQatlonal SafetY, and. Health (NIOSH) studY, on
engineered nanomaterials
( • Breast c;ancer Rrevention study:
• ORioid Use Disorder (OUD) research

The research agenda will continue to be circulated to both governmental and non-
governmental agencies as well as select university researchers for the purpose of
generating collaboration in these areas of research. Funding research projects or studies
that are identified through this process will be requested by the NJC through the NIHRC for
an FGA-Stellantis total amount not to exceed $500,000$250,000. Payments for such
projects will be made directly by the NIHCR as approved.

VII. Training

(A) Training Program Design

The Company agrees to provide additional joint health and safety training to enhance
the ~!=lfetyawareness, hazc!rd recognition and tec~riical skills of employe~.s covered under
the terms of this agreement. To assure basic uniformity, the NJC will develop guidelines to
be used by the facilities and LJHSC to design training programs to meet local needs. The
NJC will also develop a system to review and approve health and safety training programs.
In addition, the NJC will establish needs assessment and evaluation processes to determine
and evaluate existing and future training programs.

The NJC will pursue the most cost effective means for developing effective training
programs. Further, the NJC will explore the feasibility and practicability of sharing
development costs,:_;:;";'.;;"ograms with other joint Union-Company training centers. -:)1\,t\'ll

rs e!fi\ '.1-A,,,
"h F
--{wDJ1
Amt
e-vr
(2 1) ~ 1o ,i
 (B) Joint Health and Safety Training Sub-Committee

A Joint Health and Safety Training Sub-Committee comprised of two (2) representatives
of the Company appointed by the Vice-President of Employee Relations and two (2)
representatives of the Union appointed by the Vice President and Director International
Union, UAW FGA Stellantis Department will serve as a resource of the NJC to assist in
achieving the National Committee's training objectives.

(C) Training Programs

The NJC recognizes that the LJHSC at the facility is responsible for the completion of a
training needs assessment. The needs assessment will be reviewed by the LWCPC to
ensure it meets the facility's health and safety training requirements. The National Joint
Health and Safety Training Co-Leads will recommend at a minimum the classes below
based on the facilities needs and will make recommendations to the NJC for the
appropriate resources and funding.

I. Hazard Communication
2. Asbestos
3. RCRA and SPCC Awareness training
4. Ladder Safety
5. Ergo Awareness training
6. Laser/Radiation Awareness training
7. Union Representatives and Supervisors Safety Training

Jointly developed training efforts completed include:

( (1) general risk assessment and hazard control,
(2) skilled trades,
(3) non-routine use of powered material handling equipment,
(4) office health and safety,
(5) non-routine jobs related to power generation and distribution,
(6) waste handling,
(7) storage and distribution of hazardous liquids and gases,
(8) Hazard Communication training, including basic refresher training, trial programs
directed at chemical hazard communication, issues concerning specific manufacturing
processes,
(9) Skilled Trades safety training, includtng Electrical Safety Work Practices (Arc-Flash)
NFPA 70-E for appropriate personnel,
(10) Union representatives and supervisors,
(11) LJHSC,
(12) and general hazard recognition.
. -
The NJC will oversee additional programs in areas such as:

• New hire orientation, in which all new UAW represented employees shall, prior to
work assignment on the manufacturing floor, receive at a minimum, jointly developed
training in Hazard Communication, Pedestrian Safety and PPE. New employees will
receive additional training based on the facility health and safety training needs
assessment.

• Refresher training for all employees in existing programs will be conducted within the . .AAv?:>
- life of the agreement;
Jo-3c-23
.
~\tlt
.A::£);
~ \\)
) t; f•
~ i,
73 '~ oA (V(T) ;fo 10
·i,
 • Annual Train-the-Trainer instruction in Health and Safety will be developed by the
NJC;

• Orientation training for new Health and Safety Representatives, Alternate Health and
Safety Representative and Management members of the LJHSCs is to be scheduled
within 30 days of official appointment.

• Appointed Health and Safety Representative Instruction;

• Furthermore, within one year following ratification of the agreement, instruction is to

be scheduled for appointed Health and Safety Representatives who have not yet
received instruction;

• Annual first aid, CPR and rescue technique training for confined space rescue team
members and emergency response personnel;

• Bloodborne Pathogens Awareness for Skilled Trades;

• CPR Hands Only training made available to employees with an opportunity to

practice;

• Production safety awareness;

• Annual Lockout Awareness Refresher Safety Talk;

• Hazard communication for machining operations;

(
• Hand tools;

• Joint Health and Safety Certification Training.

Alt UAW Health and Safety Representatives newly appointed by the International UAW
and Company Health and Safety Representatives will complete 240 hours of certification
training (employees who have completed a degree in health and safety, related degree or
have achieved a nationally recognized certification in health and safety are exempt). Upon
completion of the certification training, 24 hours of online training shall be required annually
to maintain certification. Certification maintenance training shall be completed during regular
working hours. Time spent on recertification will not be deducted from hours allowed for
UAW Health and Safety Representatives. In addition, on an annual basis, current and newly
appointed facility Health and Safety Representatives will complete one of the following
courses: OSHA 30-hour General Industry training, Occupational Health and Safety
Technologist Certification, Specialized Industrial Hygiene or Specialized Ergonomics
training. The UAW Health and Safety Trainers will be offered RCRA Environmental •
Certification Training.

The parties agree mandatory Safety Talks addressing refresher training topics on Office
Safety, Personal Protective Equipment, Pedestrian Safety, Ergonomics, Hazard
Communication, Metal Working Fluids, Adjunct Lockout, Aerial Lift Operation,
Crane/HoisUSling Safety, Robot Safety, Dock Safety, Hazardous Substances and Low
Frequency High Risk will be jointly reviewed by the National Joint Health and Safety Co-
Leads and Corporate Safety and approved by the NJC. Safety Talks will be delivered by
Supervisors in an appropriate manner agreed upon by the LWCPC with oversight by the .,.l""
a...
NJC. In addition, the Joint Health and Safety computer based training (CGCW-NTCHST1;~ \\)r' u....-

?s/ 0 •✓03v»~+(jq) J,\~.,i1·i'3

r for Safe Operation of Powered Industrial Vehicles shall be repeated at the time in which a
PIV operators license is reissued, or as otherwise required in accordance with the Company
PIV policy (SMl-124).

The LJHSC will review refresher safety training subjects annually and determine the
need for additional refresher training requirements based on injury/illness experience trends
at the location.

Jointly developed health and safety training programs are currently available via the
Company's training & employee development system. Training programs for UAW
represented employees shall be scheduled and delivered under the direction of the facility's
UAW Health and Safety Trainer. The UAW Health and Safety Trainer will be provided a
computer or assigned a laptop if requested. All Authorized lockout training for necessary
employees shall be scheduled and delivered by the facility's UAW Health and Safety Trainer
under the direction of the LJHSC.

(D) Job Specific Training

Continue to provide jointly developed health and safety training programs and job
specific training, including relevant battery electric training, for ef affected employees during
scheduled work hours based upon the recommendations of the NJC.

(E) Computer Training for Access to OSHA Data

Provide access and training to the Local and National Committees through existing
( terminals to online OSHA 301 and 300 data and reports of ergonomics activity and accident
investigation status. Initial and refresher training will be provided to the UAW Health and
Safety representatives, Alternate Health and Safety Representatives, Local Union
Presidents, Shop Committees, Chief Stewards, Ergonomic Analysts and designated users
on the Company's OSHA record keeping information depository. The UAW Ergonomic
Analyst shall be provided access to injury and illness data including all occupational related
first aid visits.

(F) Health and Safety Trainer Responsibilities

WGMPNGL The eppeiAtcd U/¥l"l Health and Saf.ely TFainerwill 1t1orlc 'Nilh tAe W-GM
-teeRAieelEnviroRffiEmtal(Efl-N} PHlet,et-M-onufac~ut'lng
facilities. and-the VVGLTechnical
ENV PiUaFat PDGs whei:e impl0FAented.The Teehn1eoh.ffi+nt ENV Go Piller leads st=mllbolh
be responsible fur the fell~

• Radar-ehar+~ap closure and to esloblieh an on going personal do1o1elopmentplan

implemenlalion in aceoroanoe with Plant/PDG mute A'lap objeeti¥es.
• PaFUeipationin pillar meetings, monlhfy WGMlVVGb--oells aA~d WGM/WGL tFaining on
pillar ~ooh and associated aotivHies (with Uls, TLs & TMs). ••
Wo;FI< •-111Ul't
membe,s-of FA-anagementand U-/WJ/on all shUlstere·wsto iffiplement=pHIM
~tlfHics and remo•.,·ebauief5 ·.¥hcre-ewlieabl0 in a professiofl0H'Renne,~(ineludiAg: EMATs
(ErwlroAflietltel Marrngement Audit Training). idenUfiealton or ENV Unsafe Aels and
6enditions & Kei:zenJooma!sr-
lmprove pillaF knei.·1leagethrou5Jhlt0i2en and project efoatlefr.-implementaiion ond
tf.elekiAgof fCSUlls.
- Joint do·~elopA'lCF'lt aAd pFCso-ntationof onviFOnmeAtolmatcfial at the WGMPl'JCLaudits.
l The LJHSC shalLensure the UAWHealth and~afety Trainer imP.lements-1esponsibilities
J{i). t,ta1~
r°"\
as defined bY.the NJC, which wHUnclude, at a minimum. the foUowing~.

~o~.:s'o--Z-~ {J)t vJii• 1;.1

7s ~ oiAlb/f-"-QV / j)J io.
 Health aAa Safe~)' The-eppoiflled UA'N t-leolth and Safety Treiner
wtHeDevelopment of an annual training needs assessment/matrix utilizing the standard
format that includes:

• A Breakdown of classes required by job classification/assignment;

• A Schedule required to complete the training;
• The frequency at which the training is required and offered;
• The status of completed training.

This needs assessment shall be updated and provided to LJHSC on a monthly basis.
The UAW Health and Safety Trainer will be responsible to ensure the training is completed
in accordance with the assessment and properly updates the company training database.

VIII. Ergonomics

The parties discussed the comprehensive ergonomics program covering facilities under
the Engineering, Office and Clerical Supplemental Agreement which had been agreed to by
the Company and the UAW.

It is important to implement ergonomic guidelines at the earliest stages of process

development. In that context, Design and Process personnel, including suppliers will review
the Company ergonomic design criteria and take them into account when working on
advance programs. The Company will review the internal guidelines for ergonomics with the
( NJC as needed.

(A) Coordination of Activities

The National Joint Health and Safety Training Co-Leads shall coordinate its ergonomic
activities under the direction of the NJC with coordination of Corporate Occupational Safety
and Health (OSH) aAe-MaAufaetwfog Efigineering and provide on-going technical support to
facility ergonomic efforts. Such support may include:

a. Data collection and analysis

b. Job analysis methodology
c. Advanced job modification design
d. Training for Ergonomics personnel
e. Training for Engineering personnel
f. Training for Medical staff in medical data management
g. Communication of solutions/failures to other facilities
h. Ergonomics program evaluation analysis and follow-up

The NJC will make recommendations regarding resources needed to· fmplement these
activities. Quarterly, Corporate OSH eAd ME shall report to the NJC, summarizing current
ergonomics activities and future plans. The current composition of the Joint Health and
Safety Certification Program contains adequate ergonomic curriculum to allow UAW
Ergonomics Analysts and other participants to perform the functions necessary to facilitate
ergonomic improvement activities at our facilities. In addition, the ergonomic focus of the
current Joint Health and Safety Certification Program will be enhanced with the
incorporation of existing ComP-anY.ME-ergonomic courses. Further, ergonomic courses from
l the UAW President's Health and Safety Department will be reviewed with the National Joint
Health and Safety Training Co-Leads and Corporate Health and Safety.
fl...
~\ 1,·}

/ C> ,J3c, ~2.-3 N\ /J.\~\.J1/l,?

73 ~ DJ3
f\1ur~J; JY' ,Q· i
(
(B) Local Ergonomics Committees

Each facility has established a Local Ergonomics Committee (LEC) with the objective of
introducing and exploring ways to reduce injuries and illnesses through the application of
sound ergonomics principles. At Manufacturing facilities,_:Hhe LEC meeting shall include the
LJHSC, the UAW Ergonomic Analyst, the Unit Chair or designated UAW Engineer,
a ManagemeFttWO Pi*!or Lead representative from Industrial Engineering, Plant Medical,
designated Workers' Compensation representative and Plant Production. In addition, the
committee wilt utilize the expert resource(s), of the PlanURegional Ergonomist where
applicable. If certain positions are not applicable at a facility, the LJHSC should document
and utilize site specific resources. The LJHSC will serve as co-chairpersons of the LEC. ln
the event Corporate Health and Safety representatives and/or Regional Ergonomic
remediation specialists visit a facility to work on an ergonomic issue, they will coordinate
their activities with the LJHSC.

The parties agree to the following:

1. The Ergonomic Analyst will be allowed time away from their job to perform
ergonomic functions and to assist in reducing Workers' Compensation costs. This individual
will also be required to develop and communicate a training schedule for initial ergonomic
training for all hourly employees to ensure goals are met.

2. The LJHSC shall ensure the armointedUAW Ergonomic Analyst imRlements

resRonsibilfties as defined by the NJC. Where the WGM rnethodolog:, te implemented~ the
( appointed U/V/'/ E,=gonoFAio
O,11ei:iizo~ion
Analyst W:lll•l•'OFI{ 1Nith the WCM Toehnieal VVorl<ploee
tWO) Pillar al facilities. The Tcehniea1Joint VVOGo¥Ptflarleods shall bolf:I be
responsible f-ertfte following-;

- .... gop closure eAe to csleblish en on going personakievelopmenl pier,

R,Pl,edat=-ehoft
implemen48Uonin oeoordanco with iaeiltly-FOolemap objectives;
Partletpation in pillar meetings, monthly WGM eal-ls-afld--leadVVGMlFOiAingon pillar tools
ond associated activities ('Nith Uls, Tls & TMs);
VVorlEw~embers of management and UAW on all shine.ler,ews-toimplement pitlaF
activities and reffioYe barriem where applicable in a profossional manner (ineludlng:-MURI
analysis, secondary ergonomic analysis & Kaizen-Jou~
lrnpfO•v·cPillm lmO'wledgelhrof::lgi'tlmizeA and project cr-ealion, implementation end
~raelting or ,esuUs~
-i:leint de·<1elopment end presentation of ergonofftie-ffla!etia+--~

3. This individual shall be allowed to function in these activities up to forty (40) hours per
week in Production and Maintenance facilities and up to sixteen (16) hours per week for
Parts Distribution Center operations and Engineering Office and Clerical facilities.
. .. .
4. This individual shall be responsible to identify "regular" ergonomic fixes each month
that meet the criteria defined in the SOP for jobs requiring remediation per the schedule
below.

• +fltft;'Fifteen (3915) per month -At facilities with a full time Ergonomic Analyst.
• Six (6) per month - At facilities with a part trme Ergonomic Analyst

l. 5. This individual shall be responsible to perform all ergonomic risk assessments

associated with the credited ergonomic fixes. Credited ergonomic fixes will be those that
have, both, a complete pre and post ergonomic risk assessment.
 6. This individual shall be responsible to review the medlcalre12ortsin the ComRany
d..aJabaseErgonomic Trnnd Report, OSHA 300 lnjurylHIAesslog,tl:'le WGM fiF51. aid report
end any MURI e~emenlsoo,e of.a to Rrioritze idei,tify jobs that require an assessment.

7. This individual will be required to prepare for the LEC meeting that will be held on a
bi•weekly basis at Engineering Office and Clerical locations and monthly in Engineering
Office and Clerical facilities with a part time analyst. The preparation will include
performing PFe Er:goPalg(joritized ergonomic assessments and all applicable secondary
assessments to provide a list of identified jobs l~ot ore priOfHiz.edby highest risk for the LEC
to review. For the jobs that are jointly identified as fixable by the LEC Co•Chairs, the
ergonomic analyst will be responsible to~ provide;-a completed EFgoFixergono~
assessment in the ergonomic database;; Rrovide recommendations to eliminate or reduce
the risk(s) identified in the--ErgePatfilgonomic assessmenJ;; identify and follow up with the
key people responsible for progress; keep a record of all minutes and sign in sheets; and
provide evidence of ergonomic risk reduction by performing a Post~&goPal ergonomic
assessment.

8. +he Er-gonofflioAnetty5tand a designated Workers' Gompcns·ationrepfeseAlotive

Sft(MIbe ffiCffibers on the LEG:-The LEC shall continue to function as initially established,
and the local parties, including LWCPC, are encouraged to ensure their committees are
active and performing their intended responsibilities. A quarterly report of their activities will
be submitted to the NJC.

9. This individual's responsibilities will be jointly develo12edand 12eriodically_efe

( te eereviewed by the NJC.
10. Tools used in analyzing jobs shall include a computer or an assigned laptop if
requested, ErgoPAL theComgany...&rgonomfcasaessmenl tool to identify general risk
factors, BohPolt lo lool<ol liWng end loweriflg eonditieflS-;'-theSnook•Ciriello Tables to
evaluate push and pull motions, and the Company manukletwing eAginceriAg ergonomic
guidelines. The parties will continue to jointly investigate new Ergo tools and make
recommendations to the NJC on the need to study these tools in our facilities. This may
include the use of additional secondary quantitative assessment tools such as Rapid Upper
Limb Assessment Postural Risk (RULA), the ACGIH Hand Activity Level TLV, Multimedia
Video Task Analysis (MVTA), Humanscale, U of M Energy Expenditure, and others. TfalAing
be provided for UAV'l Ergonomic Analysts in U:i~eeondory Ana~ysistools idenlified
vt1HI
above. Additionat requiFomoAtswill be=essessedby lhe ~,Jc for opprov~.

41. The Ergonomie-Aflolyst will be afforded lhe opportunit~to oHend the WGM WPl
course U=mlincludes training and pro·4'idesoeeess to the WPI opplieable Joel( sortware.

4-2--;1L The. !\!JC shall annually re\(i~w the program's perfpr_manceand effectiver)e.ssand
make appropriate modifications as required.

(C) Control Measures and Skilled Trades

Selection of control methods will be based on the hierarchy, which gives preference to
engineering solutions over procedures and personal protective equipment. Members of the
LEC will consider solutions within a combination of feasible controls such as: A"1>
l a.
b.
Re•design or re•orient parts, tools and equipment
Use of mechanical devices or power tools
(§i\O~~t~
'ls / o ··3r~~3
~).....'t-
M;-i I
, l!J.,{7 JJA [O'
·tvJ 1)11QJ)
 c. Provide adjustable fixtures and work surfaces
d. Job re-design
e. Computer Workstations

The joint parties recognize that ergonomically designed computer workstations are
important factors in eliminating risks associated with posture and protecting against
ergonomic related injuries. By applying approved control measures, we can significantly
reduce ergonomic hazards. In that context, any workstation ergonomic concerns should be
referred to the LJHSC to determine if a workstation ergonomic assessment is required or
consultation with Plant Medical. At a minimum, the following elements will be considered
when investigating computer workstations:

1. Company Workstation Guidelines

2. Working Positions
3. Workstation Components

As interim measures pending engineering changes, or where engineering changes are

limited in controlling risk factors, administrative controls and feasible work practices will be
implemented. Administrative controls such as job sharing and job rotation will be
considered. Where element(s) are added to an existing work station and an operator with
physical restrictions is assigned to that workstation, the LJHSC shall review the results of
the updated ErgoPAb filgaoomic assessment for additional ergonomic considerations. The
recommendations of the LEC shall be mutually agreed upon with the Shop Chairman and
the Labor Relations Supervisor. Problems not resolved at the local level will be forwarded to
the DHSRB for final resolution. Jobs considered potential candidates for administrative
( control practices will be reviewed by the~ AHealth
and s~afety Hrainer/ef;rgonomic a8nalyst and Plant Medical to determine that the original
condition will not be further aggravated. Any type of control established should be evaluated
within 30 days of its implementation to confirm its effectiveness. After three months, lfte
symptom survey /medical visit rC"tiewseetioA 0Ad the eperalor .' 096lyst input seeHon of the
Post EfgePAL fflU9l be updated. lif a problem is identified at this time, a new issue must be
opened.

(D) Job Analysis and Time Lines

The LEC shall follow a jointly agreed standard operating procedure (SOP) for how
ergonomic concerns are raised, reviewed and resolved. A jointly developed workstation
element change review process that involves team leaders and affected employees, will be
incorporated into the SOP. This process will require the LJHSC, the UAW Ergonomic
Analyst;~ Industrial Engineering end WO Pillar Teoffl to jointly review workstation
changes prior to implementation. The Ergonomic a8nalyst will perform a comprehensive
ergonomic analysis of all job changes that present a potential concern. In addition, a good
faith effort shall be made to conduct an initial job analysis, as required, within two (2)
months of when a job is identified ·as having a potentiai musculoskeletal disorde·r (MSD) risk
factor. The UAW Eergonomic e8nalyst must use the Ergonomics Database Sui~eto record
progress with ergonomic modification efforts for the purpose of documentation and
communication. In that regard, a monthly report will be required of the LEC to be forwarded
to Corporate OSH and the UAW ~ Stellantis Department. Each facility shall target a six
(6) month time frame to implement feasible measures in accordance with LEC
recommendations to control MSD risk factors. The LEC is to develop a "top five" list of the
most concerning jobs requiring remediation. Factors to be considered for placing a job on
l the "top five" list shall include injury rates, ErgoPAL ergonomic assessment scores, lost work
time rates and investment cost paybacks. The LEC will work aggressively to find practical, ,j, '\{?
feasible, economical solutions to the "top five" list. In the event that the LEC believes that~.· \ V '. ,
; o -s6-:-.3 ~!fij/--
/ ,(h II. \o 1,/Jr.'
i
73 ~ 0):1 1..J'I jJlo·
 facility is not making proper use of technical resources from the facility available, it should
raise the issue with the LWCPC. If not resolved, the matter should be referred to the
DHSRB for immediate resolution. During the length of this contract each National
Engineering, Office and Clerical facility will be audited jointly by the FSA OSH group and the
UAW FGA Stellantis Department to verify the process the LEC is following.

(E) Ergonomic Support Equipment

Ergonomically•designed seats, and chairs are considered appropriate solutions to

control ergonomic risk factors. The Company agrees that it will not remove approved
ergonomic support equipment that is currently in use for ergonomic reasons without mutual
agreement with the LEC.

(F) Program Management

The Company will continue to support a medical management program for early
detection, treatment and placement of employees with musculoskeletal disorders (MSD's).

The NJC will review periodic reports of the occurrence of cumulative trauma from all
Company facilities with UAW represented employees. Problems regarding the proper
functioning of the LEC may be escalated following the review board process for FeView
aM resolution.

The parties agreed that in order to strengthen our health and safety initiatives, the NJC
will design and deliver combined annual Health and Safety and Ergonomics conference to
( disseminate information about state•of •the•art application, to review project funding
procedures and other health, safety, and ergonomic administrative matters and to share
information on successful local health, safety, and ergonomics projects.

Acceptable new methods of employee training will be evaluated and implemented by the
NJC. +l=te~RRrowiate LEC members who regularly attend the LEG meeting~will be provided
specialized ergonomic training as appropriate, at the annual Health, Safety and Ergonomics
conference, at the discretion of the NJC.

This procedure shall not preclude the filing of a Health and Safety Grievance at Step 1
of the Grievance Procedure.

The parties are hopeful that by providing these resources, positive gains in employee
morale, injury rates, quality and costs will be realized.

(G) Standing Support Solutions

The Company continues to replace traditional matting with a safer alternative wood
coinp'osite support solutio·n in our UAW represen.ted facilities. The use of wood composite
support solutions will not apply to locations where not technically feasible, such as spray
booth operations. Prior to the installation of alternative standing support solutions, the
LJHSC will review the proposed alternatives and communicate the agreed changes to the
appropriate personnel. Options for standing support solutions are defined, and installation
implemented, in accordance with the jointly reviewed Guidelines for Standing Support
Solutions. The LJHSC and the LWCPC can work together to determine the appropriate
standing support solution for specific applications in accordance with the Company
l. Guidelines for Standing Support Solutions. Areas where an operator is required to stand in a AA1?
A}. ~vU1V
staticposition for 80%.of their job and.the work are.a is approximately 5ft x 5ft, qualify for a
73
vlt ,~ /),l''-DH--(ffil ,% ~ \~u-'!, ,'i
 comfort mat solution. The LWCPC may refer any unresolved concerns to the DHSRB for
resolution and escalation to the NJC if necessary.

IX. Energy Lockout/Energy Control Program

The parties recognize an effective lockout/energy control program can only be

implemented at the plant level. Jn order to remain effective, this program must be reviewed
and reemphasized.

When performing SMl-58 floor audits, national joint audits, and WSOT audits
(conducted by qualified Supervisors and Stewards), authorized lockout personnel will be
randomly selected to exhibit their knowledge of how to lockout a specific piece of equipment
and/or work cell. These audits shall also include the verification and accuracy of the
lockout/energy control placards. The results of these audits will be reviewed at the WIRB
meetings to determine the level of lockout compliance proficiency. The LWCPC will take
immediate actions to remedy any deviations or shortcomings in training, proficiency or
adjustments to their Local Lockout Program.

Machine and equipment lockout/energy control graphics required by the Company's

Policy (SMI -107) shall be reviewed biennially to ensure lockout points are appropriately
identified and representative of the procedure required for lockout/energy control. The
LJHSC shall maintain documentation of the completed reviews.

Within ninety (90) days following ratification of the Agreement, the written program will
be reviewed by the LJHSC and the Plant Shop Committee to assure compliance with
( government regulations and applicable Corporate instructions. The Committees will discuss
the program and, as necessary, make recommendations to improve it. This program shall
be reviewed and signed by the LWCPC, and submitted to the NJC. A joint lockout/energy
control program review team shall be established, utilizing existing resources, comprised of
one member from Corporate OSH and one member from the UAW FGA Stellantis Health
and Safety Department. The joint team shall review the programs' minor servicing task lists,
where applicable, for standardization and compliance with the Company's lockout policy.
Each employee entering a work area that may expose them to unexpected hazardous
energy is responsible for following the facility's Lockout/Energy Control Program and is
required to control all unexpected hazardous energy to which that employee is exposed.

X. Improvement of Medical and Industrial Hygiene Services

(A) Industrial Hygiene Monitoring

The Company is committed to regular monitoring of employee exposures to regulated

and/or hazardous workplace air contaminants and measurement of ventilation system
_functioning at oper~tio~s with a potential f(?rh_azardousexposure~.

(B) Consultants

The Company reserves the right to select and hire appropriate consultants for health
and safety services. The Union will be provided Consultant(s) qualifications based on
specific legitimate requests. The Union may recommend consultants for Management's
consideration. Included in such recommendation should be an account of the qualifications
of the consultants recommended by the Union.

\1_,'3
The LJHSC will be informed regarding the engagement of consultants to provide
ind us trial hygiene and safety services. Qualifications of such consultants wi II be provided~ ~l,t'
l
·dt,{~; l)dMW-(JVJ Jfj.~~' 'b~,'v~
 upon request. Reports prepared by such consultants will be provided to the LJHSC.

(C) Medical Visit Report

The summary of Medical visits report including medical surveillance is available to the
LJHSC through the Corporate OSHA recordkeeping depository.

(D) Air Sampling Plan

The LJHSC, at each facility will continue to implement an air sampling plan unless the
LJHSC and Corporate Industrial Hygiene determine a plan is not required. This plan
includes measurements for both routine and intermittent exposures.

The LJHSC will coordinate and schedule air sampling events and advise
the f!.RQrDRriateUAW Health and Safety +f€HAer-Representatives. The facility UAW Health
and Safety Representatives will have the right to accompany and participate in the sampling
with the Company Industrial Hygienist. The UAW Health and
Safety TraJneF~Qresentatives will be offered direction and specialized training jointly
coordinated by Corporate Industrial Hygiene and UAW FSA-Stellantis Health and Safety
Department, on the use of existing direct read sampling equipment and instrumentation with
emphasis on mapping oil mist and noise. During the life this contract. the LJHSC will ensure
that <drained Health and Safety Rewesentative Qerforms mist maJU!pdates when
QQerational changes may imRact P.lant mist levels. Periodic maintenance and caJibration of
the direc..tread air samQlingjillUiQmentwill be coordinated by the CorQorate ~ndustriaJ
.tiygiene DeQartment. All data obtained shall become the exclusive property of the
Company with any interpretation, reporting, dissemination of data performed by Industrial
( Hygiene. Upon request from the NJC, Corporate Industrial Hygiene will review facility air
sampling plans at a scheduled NJC meeting.

(E) Chemical Hazards & Permissible Exposure Limits

I. The NJC will regularly review established permfssible exposure limits, such as OSHA
Permissible Exposure Limits (PELs), ACGIH TLV's, and NIOSH recommendations to
ensure appropriate Company Exposure Limits are implemented. The Company
agrees to make available to the NJC and the LJHSC, Company Exposure Limits on
an annual basis. Further, the Company will discuss limits lower than OSHA
Permissible Exposure limits (PEL), where necessary, taking into consideration such
things as OSHA proposals, NIOSH recommendations, ACGI H TLV's, consensus
standard recommendations and other validated and consensed scientific evidence as
well as technical and economic feasibility. Jn addition, special emphasis on chemical
control programs will be continued for cutting fluids.

2. The parties recognized that great strides have been mMe over the years to imRrove
the air gualityin Powertrala..glants thatuse metal working fluids. Significant attebtlon
to emRloyee health arid saf_myhas resulted in average metal working fluid mist levels
wen below 1 mg/M"3. In addition, locations with new installations havaacbteved
averag~ levetsat or below 0,5_mgtM"3, The ComRanY.advised the Union of our intent
to continue similar effortsthroughout the life of the current Agreement. To that end. we
endeavor to engineer and design new e_guiP.mentJoobtain a mist level ctf0.5 mg/M"3
time weighted average for initial start-UR and also agree to prioritize controls fo1
workstations where emQIOY.eemist exRosures exceed 0.80 mg/M"3 time weighted
L average. The metal working tluids safety talk and medical surveillance (consisting of a
standardized resRirfilQ_ry~y.mfllQJ.ll_.questionnaire)
for res~ effects of metal A\ 'l}
working fluids will co•ti.nue to beoffered lo emplo.yees. In addition. senior leadershJ~-.
J /) r-3~~ 23 · \0\
\
1~ ,ti
I) "

1J ~~ ot,m>lra01 ~,o·'l}
 of the ComRany_srnreesto Rrovide direction to the affectedPowertrain Plant Managers
regYkiog them to imRlement a stringent Rreventative maintenance Rrogram inclusive
of a filter change regiment and conformance with the ComRany~Y-P.OliCY. for Metal
Working Fluids in machining_P.lants.

(F) Surveys and Audits

I. The Company agrees to arrange for regular surveys and audits of each facility by the
Company's Industrial Hygiene Staff and provide special surveys and related results
upon the request of either facility management or the International Union. The Union
member of the LJHSC shall be allowed to accompany health and safety specialists
whenever hired by the Company to perform the functions normally performed by the
Company's Industrial Hygiene Staff, Such specialists' reports, including
recommendations for the correction of identified overexposures or unsafe conditions,
will be provided to the LJHSC and to the National Joint Health and Safety Co-Leads
via Company email system when distributed.

2. During this Agreement the Company agrees to provide the LJHSC a facility noise
survey at each applicable facility. The survey will include noise measurements that
illustrate levels above 85 dBA, between 80 and 85 dBA, and below 80 dBA. In
addition, the LJHSC will be provided an overview of noise abatement control
methods. The Company will endeavor to engineer and design new equipment to
attain a time weighted average noise limit that does not exceed 77 dBA for initial
production start up as specified in the Company Sound Level Specification for
Industrial Machinery and Equipment.

( (G) Full Chemical Formulas and Identity of Materials

Efforts will continue to be directed at obtaining full chemical formulations on a non-

proprietary basis from suppliers. The Company agrees to provide, the Union in a timely
manner, full chemical formulations on a non-proprietary basis when obtained as such on
Safety Data Sheets. Periodic meetings will be conducted to review newly approved
chemicals.

(H) Facility Ambient Temperature

The Company will continue to maintain facility's ambient temperatures to protect against
hazards associated with temperature extremes. Job tasks that may periodically expose
workers to temperature extremes will be evaluated using the JSRA process to determine
appropriate safety measures, which may include the use of PPE/thermal weather clothing.
Non health related temperature conditions associated with employee comfort shall be
addressed by the LWCPC.

(I) Medical Services

The Company agrees to provide competent staff and medical facilities for Manufacturing
locations and medical support for PDCs adequate to implement its obligation as outlined in
(J, K and L) below.

(J) Medical Exams

The Medical Staff will continue to provide medical services, for OSHA required physical
examinations and other appropriate tests at no costs to the employee, including audiometric "-
examinations, pulmonary function tests, and appropriate medical surveillance as ident~ified .· 1\ vi
}0-3crZ3 rMf"'ik ~\1~/~
/3 ~ 0131/U)
~, J~ [O'1;
 by the NJC, at a frequency and extent necessary to determine whether the health of such
employees is being adversely affected. The Medical Staff will also, provide specific tests
required for employees in jobs with special physical requirements per the NJC.

(K) Employee Access to Medical Test Results

The Medical Staff shall protect the confidentiality of employee's personal health
information and medical records as required by applicable law and professional conduct.
Patient interviews shall take place at a location that ensures privacy, as in; an exam room.

Each employee or their authorized desigRote,designee, upon written request of the

employee, will be provided access to his or her medical record information within the
framework of existing laws and corporate procedures. Whenever an employee requests
access to that employee's medical record, the Company will ensure that access is provided
in a reasonable time, place, and manner within five (5) working days for active employees.
Any unresolved issues will be directed to Corporate Medical Operations.

Upon request, an employee who visits a facility medical department shall be given a
copy of the electronic medical pass, where implemented, no later than twenty-four (24)
hours after the visit.

(L) Medical Operations

I. The Company has coordinated healthcare services in order to achieve timely, optimal
quality care delivered in a cost:effective manner. Great emphasis has been placed on
internal medical departments continuing to meet regulatory requirements and
( guidelines set forth by nationally recognized medical organizations.

2. The Company shall maintain a coordinated medical emergency response process

(First Responder notification, CPR, AED, and EMA ~notification) to achieve prompt and
effective response to medical emergencies on the facility floor. AED response will be
reviewed by the LJHSC, Security and the Plant
Physician/Nurse Pfeetiettef-Practitioner annually.

3. The Company agreea§ to l:)rovide schedule. _medical staffing during production

operations at all manufacturing locations when at least-309 275 employees are
working within aP.Qrovenregular hours.

a. Nurses maY.be utilized to satisfY.medical staffing reguirements at any_Qlant

location within their same labor market.
b. Where one P.lantdoes not meet the minimum staffing level under P.aragraR.b,__(L)
(~). the total number of emRloyees working in other sites within the sarne labor
market maY.be aggrega_tedto determine the need for medicalservices, In such
~. the requfr.edmedicalstaffing for 'these s.ite_s
maY.be satisfied bY.a §ingle
medicaldeQartment wHhin the samelabor market.

4..,_ The Company will review joint recommendations submitted by the LWCPC as it
relates to medical service staffing and implement appropriate scheduling options that meet
the needs of the facility, aooprotects the efficiency of the operations; and_§JJQROrts
high risk
Q[Qjectswilhin appFotvedFCgt1larhoure. \ 1..})

l. (M) Lactation Rooms <B\ o\l,r

f6 .;~?o-1-'5 1' i,'3
7} ':)~-)
,,vV
C~f)
O})
mW- ,d\ iO''/;
Jr
 The Company agrees to provide an appropriate room that is private and secure for
nursing mothers to express milk at non-work times during the workday in accordance with
applicable law. The LWCPC, the LJHSC and the Facility Manager shall work together when
establishing a location for the lactation room. At a minimum, the room shall be located
outside of the facility's Medical Operations and shall include a table, chair, electrical outlet, a
waste basket, hand saoitizer and be properly maintained on a regular cleaning schedule.
The LWCPC may agree to P.rovide access tQ a refrigerator and locate a lactation area to a
room that currently has running water.

XI. New Equipment Review

The Company agrees to, as early as possible in the planning process, involve the
LJHSC in the joint review of new facility layouts, new, modified and relocated manufacturing
equipment and major process changes where employee health or safety may be affected.
This process has led to reviews that are dependent on the complexity of the project, to
provide that Plant Local Joint Committees are involved with Manufacturing Engineering at
the appropriate steps in the project build cycle. This review process will be incorporated into
the new equipment specifications. The LJHSC will provide technical support, review risk
assessments and consult with other subject matter experts as needed. Completing these
reviews may include participating in equipment or process layout reviews. The LJHSC may
be required to travel to vendors, facilities or other locations to review such equipment and/or
processes. The NJC will oversee development and administration of training regarding
design-in-safety for the LJHSC. In addition, management will periodically review with the
International Union the introduction of new technology and/or chemicals at Company
locations where employee health or safety may be affected.

( To ensure that health and safety issues associated with new launches and/or major
facility rearrangements are not repeated, the LWCPC will submit to the NJC a written review
of health and safety issues associated with these events.

XII. Preventive Maintenance

Within two (2) weeks of the effective date of this Agreement, the Company will prepare a
letter for distribution to all locations that stresses the need and importance of established
preventive maintenance programs with regard to safety-related legally required regulatory,
code, and standards for facility equipment including ventilation systems. An updated written
program will be reviewed and signed by the LWCPC annually and submitted to the NJC for
review. Skilled trades personnel whose jobs include work on ventilation systems will be
instructed in preventive maintenance of such systems.

Preventive Maintenance for process ventilation systems at Engineering, Office & Clerical
locations will be reviewed annually by the LJHSC and Corporate Industrial Hygiene at a
WIRB Meeting.

XIII. Emergency Response

Each facility shall have an effective emergency plan that addresses the facility's
response to health and safety emergencies. The plan will include trained volunteers that can
assist in an emergency response situation when Security Services and/or Medical has not
yet arrived on scene. Security Services and/or Medical will direct all aspects of the
emergency response coordination, including directing the involvement, if required, of the
volunteers and involving the local Incident Management Team as necessary. Each location ;z
will select volunteers that work in major populated production areas and remote locations o~ _n11,.
the facility. A volunteer for each of these areas will be afforded time off their job in the event \~) lJ( • ?;
JO -JI} ·Z-3 1'
c_qv)
f3 ~~ OJ:!Mf}f- jjj- 10
,U
 of an emergency in their designated area. The areas will be determined by the LWCPC and
Local Security Operations at each location. Training will be provided to the appropriate level
of response based on the guidelines established by Corporate Medical Operations and
Corporate Security Services. In conjunction with the emergency plan, where appropriate
associated equipment will be provided to all parties.

8m:~roP-riaterewesentatives from !he Local UAW will be offered the 9RP.OrtunitY.

to
QarticiP.atein the facility Incident Management team aclivities. However, the ComJ2anY.will
!J__ave,_lhe
right to ma~e all final decisions on emergency resJ2onse.

Annually each facility shall perform an appropriate evacuation drill and provide a safety
talk covering the take-shelter procedures on each shift when workers are present.

XIV. Refusal of Hazardous Work

A worker who has a reasonable belief that their work assignment may result in serious
physical injury or illness, may immediately notify supervision. Failing resolution, the issue
may be discussed with their union representative.

Should technical consultation be necessary, the LJHSC will be notified. Upon joint
recommendation, the machine or operation will be taken out of service to perform any and
all corrective action.

Failing resolution of the matter, it may be taken up in accordance with Section (19) of the
Grievance Procedure.

( XV. Working Alone

The Company will take the appropriate precautions when an employee is required to
work in an isolated area and the assignment has recognized potential hazards.
The LWCPC will ensure appropriate precautions including air sampling ventilation personal
protective equipment, communication systems, personnel surveillance arrangements and,
as required, adequate support personnel assigned to the area. When an employee brings to
Management's attention a situation where they are reasonably concerned their safety is at
risk because they are working alone, management will provide a Job Safety Risk
Assessment (JSRA). If a JSRA is not available, the LJHSC will coordinate the completion of
a JSRA within 5 working days. The LJHSC working with the local joint leadership, will
determine if appropriate interim safety measures are required, which based on risk, may
include the use of skilled trades working in the same work group, until the JSRA has been
completed. Following completion of the JSRA, each location will jointly update or develop a
written Standard Operating Procedure for the job task assigned in the isolated area.

Employees shall be prohibited from working alone when troubleshooting live electrical
systems 600 volts or greater. Employees handling potentially hazardous materials for non-
routine activities may consult the LJHSC for specific requirements. This will not change or
restrict any mutually satisfactory local practice. Problems with any of the above items, which
cannot be easily resolved, shall be referred to the LJHSC for disposition.

XVI. Fall Protection Program

Both parties jointly recognize that eliminating injuries from falls will require a

l comprehensive fal.l protection program to ensu.re e.mployees are trained, fall hazards a@fre A);~
1f7
identified and procedures are implemented.
f O ~3 0.:._'2,3 rwr \
~\v1'
i, '\''

LS ;/w {)Cl (31) J/4 lo·

 The Company has implemented a fall protection program that follows the guidelines
established in the Company policy on Fall Hazard Control Requirements (SMl-157). The
preferred method to prevent a fall hazard is to eliminate the hazard or control exposures. If it
is not feasible, then fall protection methods should be selected based on a hierarchy of
control measures.

The implementation of a well-designed fall protection program followed by trained

employees will eliminate fall hazards and prevent injuries. Fall protection equipment
eertifieaHofl lfaiA+Agwm be offoFed lo the UHSG dUriAg lA¼Scontract. lna+vidua!9 Of supplier-a
selected lo eonduel-the formal equipment ecrtlficatlon eAd ossoeiO'led recofds remattre
Gefnpany Fosponsibility. New Ai:mrentices will re~_eJve hands on fall Rmtection training~
Qartof their arwrenticefilliP....wogram, In addition, existing skilled trades emQloyees who
work at heights will receive site §Qecific fall p,r.otectiontraining basedon NJC
guidance. Within ninety (90) days following ratification of the Agreement. the written
program will be reviewed and signed by the LJHSC and the LWCPC to ensure compliance
with government regulations and applicable Company instructions and submitted to the
NJC.

XVII. Personal Protective Equipment and Safety Glasses

The Company agrees to provide the necessary or required personal protective

equipment (PPE), devices and clothing at no cost to employees and maintain an adequate
supply of PPE in available sizes to accommodate employee needs.

The Company will provide prescription safety glasses to seniority employees, and to
temporary employees after completing 30 days of employment, provided such employees
( work on a job or in an area where eye protection is a company requirement. Such
employees must provide a prescription from their own doctor or optometrist. The Company
will replace such glasses if damaged by a cause attributable to the employee's employment
or if the employee presents a new and different prescription from their doctor or optometrist.
The Company will establish the standards and specifications for the frames and lenses and
will select the manufacturing source. The local 12artiescan jointly_ggree on an efficient
Rrocess for the distribution of QrescriRtion safety_gY,ewearwhJch maY,include offsite OP.lions.

Where required and in accordance with the Company Pedestrian Safety Policy (SMl-
161 ), the Company will make high visibflity vests available. As an alternative seasonal
option, the LWCPC may approve that employees required to wear high visibility PPE will be
allowed to purchase Corporate OSH approved high visibility apparel.

Annually, the Company will review and update the corporate approved PPE listing and
provide a copy to the NJC.

XVIII. .Powered
. Industrial Vehicles
. .
and Pedestrian. Safety
.
The parties agreed to continue current practices regarding powered industrial vehicles
(PIV). Company personnel operating powered industrial trucks and aerial devices will
adhere to Company Policies including Powered Industrial Trucks .(SMl-124) - Operator
Selection, Training, Licensing, and Precautions, and Industrial Truck Preventive
Maintenance Program (MHEP-204). Contractors operating industrial trucks and aerial
devices at Company locations will adhere to the Contractor Safety Manual (SMl-163).
Within twelve (12) months of the effective date of this Agreement, the NJC will review
L Company Guidelines for Pedestrian Safety and explore new methods to improve jointly 1
\ 1,
developed programs including improved operator visibility in these areas. ·A).\~ 1,1'' 1;'3
t;}JAO't, 1
e
1

Jo--3t>-2-"3
;:s--~ ~ Amt .2I j Jft,
 The PIV subcommittee at applicable locations shall consist of the LJHSC, the Labor
Supervisor, a Material Control Supervisor, a Steward representing the Material Control team
members, and the UAW Health and Safety Trainer. The subcommittee shall review and
report facility performance of the PIV process to the WIRB on a monthly basis. Company
locations will also adhere to Company Guidelines for Pedestrian Safety (SMl-161 ), to
ensure all pedestrians are provided a safe work environment while working around PIV's.
The Company PIV policy and Pedestrian Safety Guidelines will be reviewed annually by the
NJC to ensure program elements provide effective PIV/Pedestrian safety measures.

XIX. Inspections and Grievances

The Steward in each district of a facility will conduct a weekly tour and report to the
LJHSC any safety or health conditions which they believe to be in need of correction which
they have not been able to get corrected through discussions with Management in their
district.

The LJHSC will conduct an investigation of those matters contained in such reports.
Those safety or health matters not resolved as a result of such investigation may be
referred to the Steward of the district and the Unit Chairperson who may discuss the matter
with the Labor Relations Supervisor at the next scheduled regular conference. Union
Representatives handling the matter may request the LJHSC to attend the meeting. In those
situations the Union member of the LJHSC deems urgent, the matter may be referred
directly to the DHSRB and escalated to the NJC as needed.

This procedure shall not preclude the filing of a Health and Safety Grievance at Step 1
of the Grievance Procedure. The primary responsibility of resolving differences involving
( health and safety matters remains with the facility supervision and the Local Union
representatives.

Grievances arising under these provisions shall not be in the jurisdiction of the Appeal
Board.

XX. International Union Access and Confidentiality

The Company agrees to:

(A) Provide access, upon reasonable notice, to all Company facilities and locations to
health and safety representatives of the International Union. Reports surveys will be
provided to the Company.

(B) Provide to the Union member of the Local Committee and to the National Committee
prompt notification of fatalities and serious accidents. Upon making proper arrangements,
immediate investigation may be made of such events by the International Union's health
and safety professionals upon request. • • • •

The Union agrees to maintain in a confidential manner any statistical data or proprietary
information supplied to it under the terms of this Memorandum of Understanding.

XXI. Employee Rights

l
Nothing herein shall be construed to restrict any employee's rights under Section 502 of
the National Labor Relations Act, as amended by the Labor Management Relations Act, \1tr\lf
1947.
Jo ~3'7 .;23 . 1 \"Ol
.1,/::fv'u7
LS >~ QJj 3I
mUI-G JJJ, 0
( XXII. Liability

In our Health and Safety initiative, nothing in our agreements, booklets, manuals, and
joint programs is intended nor should it be taken to impose upon the International Union,
Local Unions, Union Health and Safety Committee and Union Officials, employees or
agents, a legal or financial liability for either the health and safety of Company employees or
for work connected injuries, disabilities, diseases or related losses incurred by Company
employees or its subsidiaries or by third parties while on the Company property.

Sated and sigAed at Aoot:1mHills, Michigan, on December 16, 2010.

lNTERNATIO~~ALUNION,
UNITED AUTOMOBILE,
AEROSPACE AND
AGRICULTURAL lMPLEMHH
WORKERS OF AMERICA,
l:JIW>J

FCAU8 LLG

(
(
CA
E/O&C

(M-14) Memorandum of Understanding on FCA-UAW Center for Employee

Development

M-14
MEMORANDUM OF UNDERSTANDING
ON FCA-UAW CENTER FOR EMPLOYEE DEVELOPMENT

The parties recognize the importance of conducting d-jointAactivities consistent with

sound oversight, governance, and accountability including strict financial controls and
compliance with applicable laws.

( Therefore, the parties agree that in order to achieve the goals set forth above and to
establish administrative and 012erationalstructures for the joint activitie~ consistentwith
~g~. ir,eluding the stfueture,odffliRistretion end-eperetions ef doiAt AetiviUes, this
Memorandum of Understanding on FCA-UAW Center for Employee Development is created
and provides for the following:

Establishment of the Trust Funds

The parties agree that the FCA-UAW Center for EmRIOY.eeDevaf,oplI!sfill,_( o known
National Training Center,.,:NTC~).which is currently established as a nonprofit entity
pursuant to Internal Revenue Code Section 501(c)(5), will be dissolved. The parties agree
to establish two (2) Taft-Hartley Trust Funds eTrust Funds:) under Section (302) of the
Labor Management Relations Act - the UAW-FCA Labor Management Committees Trust
Fund .("LMC Trust")_and UAW-FCA Voluntary Employeeft' Beneficiary Association Trust
Fund .(''VEBA Trust"). The Trust Funds shall be established as tax-exempt organizations
pursuant to Internal Revenue Code Section 501 (c)(5) and Section 501(c)(9), respectively.
Trust Agreements establishing the Trust Funds created pursuant to this Memorandum will
be adopted as soon-as feasible after the effective date of the 204-923 National Agreement.
With regard to the operation of the Trust Funds and the programs designed and funded
under the respective Trust documents and in accordance with this Memorandum of
Understanding, the parties agree as follows:

1. The assets of the Trust Funds will be used for the exclusive benefit
of d-jointAactivities and other programs as set forth herein, and to defray reasonable and
necessary costs of such programs, including the NTC's wind down costs, legal fees and
expenses, and any carry-over obligations of the NTC in accordance with applicable law, and
for no other purpose including charitable or other non-program activities.

~ [c~~"f no~ Ju }Joj-dJ

D<l ~ 10!30(?3
 2. The trustees of the LMC and VEBA Trusts will Qrovide the ComP.anY.with annual budgets
forthelabor-management activities and emP.loY,eebenefit P.rogramsdescribed in this MOU.
the collective bargaining.,ggreement, andlhe trust documents. Afterreviewing the budgets
the ComP.any:wm makecontributions to the Trustsas set forthin the2023Funding
8ddendµm exQeQtto the extent that the ComP.anY,reasonably: believes such contributions
would violate Section 302 of the Labor Management Relations Act.
~~- The joint purchase, sale or distribution of FCA-UAW promotional products and novelty
items shall be prohibited.
3:-4.+~e Gemi,any shall ha·1ethe right to re11ie....
1
nit propooea cMpendih:JFesof the Trus~ees of
the r-espeetive Ttt:ist Ft:rndsefld to -eeeep~ify, or rtjeel O'ios~cKpendUures in-the-s,eie,
and e><clusivediseretioA of ~he Gor,,poAy. The Company will draft and P.resent
recommended is respo.Asiole f.ofestablishing internal controls for the Trust FundsLtffl€t
St.:tet;TheTrust Funds will be audited on an annual basis by an external independent public
accounting firm, and the ComQanY.and the Union will receive a CORY.of such audit each
Y.ear.

Dissolution of the NTC and Transition of Joint Activities to Trust Funds

1. Company and UAW representatives on the NTC Board of Directors ("NTC Board") will
begin proceedings to dissolve the NTC when the Trust Funds are ,operational·~
ef:#eefrv'e
dale of the 20W ~Jotionat/\greeffleAt in accordance with applicable laws. At the
point the Trusts are QperationaJ,_esteeli9AedaAd e~eepl as Fequire-dduriAg the lFansiUon
J1efl0&.-theNTC shall cease having any involvement in any activities, training, other
endeavors, and any other joint functions of any kind;. Further, aflerlhe Trusts~re
21~erational,exceQl as required lo effectuateJhe transition of the joint activities to the Trust
Funds or for the dissolution of the NTC itself, the NTC shall refrain from withdrawing or
expending any funds, making any payments or transfers, and from incurring any new
( financial commitments and liabilities; and all Company payments, expenditures and funding
of any kind relating to the NTC shall cease. The NTC Board will also arrange for an
indegendent audit of the NTC's QfOQerty,assets, exP.enditures, income. iiabjljties,..m.bfil
finances and activities. the results of which willbe provided to the ComRanY.and the UAW.
The NTG Boaf'd 'Nill molte all necessary orrangcmen~s by April-30, 2020 for ~he~laUonal
TfeiAiAg Gentef-btfi4ai~eoted al 2600 East 9 Mile Road, V".larren,Ml 48091 to be so,d,
wHh the proceeds goiAg to the ~HG. The NTG BoaFd '#ill als,omalte o~Aeeessory
ammgements by April 30, 2020 for the-R~eAol Tmining-Geffief located at 1316 East Hoffer
Street, l<:ekemo, lndiana-4&.3024o be-sold, wlU:iU'lc proeoeds going to the NTG. The NTG
Boaff¾--¥11H-al5oarrange for an independent audit of the Nffi's--p,"<Operty, asset-s,
ek:penditures, income, liabilities, other fiAtmees ond-aebvilies;-ti'le-f,estt~f-whioh •.♦till be
provided to the Company and 01e UNN.The NTC's dissolution will not be finalized until the
documents governing the OP.eratjonsof the LMC and VEBA Trusts have been comRleted.
2, As soon a...s..P.ractical
after the VEBA Trust is oi:2erational,the NLC wifJtransfer the NTC
building located at 2500 East Nine MileRoad, Warren, Ml 48091, along with anyrelated real
RrDRertyJ'NTC building:) to the VE_BATrust at no cost. The ComQanY,intends to QUrchase
the NTC building from the VEBA Trust. The Qarties agree that the ComQany andtheVEBA
Trustwill seek a P.rohibiledtraflsaction exception fromtheU.S. DeRartment of Labor
Rermltting the YEBA Trustto sell the NTC building_t_othe ComRany, If the exemQtion is
g~, and the ComRany~uires the NTC building, it wil!Jease to tbaLMC and VEBA
~. at no cost. the SP.aceat the NIC byilctiogcurrently used in connection with the
QP.erationsto be transferred to the Trusts for the duration of the 2023National Agreement
Thereafter, the Trusts will have the option to extend the leases for three successive terms ol
four Y,earseach. Uthe ComQanY.sells the NTC building during the term of such a lease,-11
will reguire the buY,er,as a condition of the sale, to assume the leases and offer the Trusts
1!:l§..Qgtion
of extendJ.ogthe leases for anY,remaining four-y:ear term(~). In the event that Ute
L NTC building is no longer leased to ejtherthe LMC or VEBA Trust, the Trustees of the LMC

~ (c( Jcl '2-1

AJJ.J+1° )Jo /-;r1
OJ) ~If -\ \v\lA \.0 {:I) / 1·">
 and VEBA Trusts will determine the location_,atwhich the jo,intaciivilles and Rrograms willbe
conducte.d,
r~.Funds from the dissolution of the NTC will be placed into and held by the Trust Funds in
amounts to each Trust Fund as determined by the 6ompeAy NIC Board.
3~.The books, 8fle-records data and documents of the NTC, as they exist on the date of
dissolution, will be maintained by tho CompaAy LMC Trust or VEBA Trust.~
gpwoP.riate,_inaccordance with the CompaAy'stheir data retention policies and
practices. Th~ ComQanY.or Union maY.obtain information from the NTC. or the LMC Trust or
theVEBATrust. hY.makiogA!filtuest to the NTC Board or the trusteeswith reason(~) for
whichthe information is being..§Q!.!ght.,where the NTC Board or the trustees determine that
the ComP.anyor Union has artk:ulatedLaJegjtjmate~asis for itssegu_ast.tbe NTC--8oatd o.r
Trustees will produce theinformation exceptto theextent that therequ~stis unreasonably
broad in scoRe or seeks materials 12rotectedby the attom~y-client. Rrivilege. Where a
reguest is made for confidential information, it will be provided under mutually agreeable
restrictions to Rrotect it fromdisclosure,

Executive Board.Joint Activities & Trust Fund Functions

During the_pedodbeforethe Trust Funds are oP-erational,tfefl&Hion peflod invoh•iAg lhc

dissoluliofl of lhe current UA'N Chrysler National Training Cente, ("NTC") and the
estoblishmeAt of the ttust FuF1ds,fffilfl U'le effective dote of the-Fe-A UAV't1 2019 ~,atione4
AgfCement ("2019 Notlonal Agreement") ~oJune 30, 2020, the Co-Directors of the Executive
Board-Joint Activities ("Executive Board") will be the Vice President - Head of Employee
Relations, FCA-North America and the Vice-President and Director of the UAW-FCA
Department. Thereafter, the Co-Directors of the Executive Board will be the FCA Company
Representative appointed by the Chief Operating Officer, FCA- North America and the
( Vice-President and Director of the UAW-FCA Department. Each will appoint two (2)
persons as members of the Executive Board. At all times, the Executive Board shall consist
of an equal number of FCA and UAW appointed members. The Executive Board will surmort
the NTC Board in conducting the joint activities before the Trust Funds are 0Qerational,
and assistthe NTC wlth its dissolution.

Board wHleeHvelyditeel-ond support de-intAoli\lities in4ho areas ef

+he E>Eeet:tti-ve
HeeUh aAd-6afety, Ne·N Hire OrientaHon, Plant TraiAing which will include: i) Dh1er5ityand
lnelusioA, ii} Oiseliminotio11Pre\'Ofltion, iii) Ss~ual I lel'ftssmeAt PFO°'l'Elntion
and iv) V\'mk~~oee
Violence PrnveAlioFt;-Emplo)'eeAssist-eflec Program. T-eamleader Assessmen~stAudi~s.
Tcotmieol Training, Wofld Glass Menufeeluriog (WCM) aAd other Joint GofflmiHees end
eelivit:ies as may be mutually agreed to b~the Union end tl'le GoR1por.y.

The LMC Trust will be res12onsiblefor directing and conductingjoint activities in the following
areas: (s!) health and safety,_(!2)EmQ!QY,oe Assistance Program,_(£)diversity and ogual
9IWlication (including diversity and inclusion, discrimioatlon prevention. sexualharassment
Rreventlon and workplace vio,~nce preveniion)._(g_)new hire_orientation,_(~)technical
P.eocess(including the Stellantis Production Way_andcertain
trainjng;_{t)jQ!.01.QQerationaJ
activities related to Team Leaders),_(g) School-To-Work...M.Q_(!J.).J!OYother aP-wopriate labor-
~gement activityto whichtheComP.anyandUnion mayagree.
The VEBATrust will be resQonsible for administering the following benefit Rrograms: (a)
TuiHon Assistance Progeam,_(Q)Scbolar-shipfugram for De~ndent Children. (£) the
te~hnical training_Qrogr.a.m,_(g)
the AP.12rentice.§bJP.
Prog!:s!!!l,..§lliL(~)....s!OY.
other apRroRriate
P.rogramto which the ComP..ruJ.Y'.
and Union may agree.

l. ~ lo{3~(~ _AT!:>A
lo r~ o Fi3
D~ fVlj)Jr -r\l~\ Lt>/?O/i?J
1\V
 ::rhe duties and respoAsibUitiesof the Exeeuli'ifC Board v.~11
include, but not be limited to,
deeision mald1,.g,monltoAngand cvaltfElliAgprograms ,ela~ed~int Acli•ititfes, join~
lf.aining,joint progfems enclrelo~edeof!'lmiUees(eoBectivelyMJointAelivilies"), eor.sistent
with lhe Trust Funds described and this Memor=anduffiof l:lnderslm1ding.

During these negotiations, the Rarties discussed and agreed to make certain changes to the
activities conducted bY.the LMC Trust and the benefits administered bY.the VEBA Trust. In
that regard, the following changes will be made:

1. Mcxlifications to the LMC Trust

a. Thetrainingconducted by theNTC and, after it hasbeenformed.the LMC

Trust will be exQanded to include electric vehicle trainingJ~rograms and training for
any new technology introduced at facilities where UAW-reQresented emQloyees are
emRloyed. ARfJrDRriatetraining will be wovided for all bargaining unit emRloyees
whose work functions have been materially,altered due lo taa traQsitio.nJo eJ£ictric
vehicles andfor any new work functions created by the transition to electric vehicles.
This would c-0ver training for: (i) all bargaining unit members at anyfacility covered
.t;iythis agreement, including but not limited to final assembly_P.lants,.r;iroQulsion
and module assembly_QP.eratlons.batteryceUmanufacturing
p_l_ao_t_s_,.P.ack facilities.
battery recy,cling__QP.erattons.J::iarts
~. and Qarts depots;_{li) both skilled and non-
skilled barg:am1ogunit work;..arul(lli) new skills develoP.ment, training on new
eguiP.ment, and health and safety_,_The training described above will be conducted
at thebuilding located at 2500 E. Nine Mile Road, Warren, Michigan 48091,
( b. Anyothermodifications to which the i:.iartieshave agreed.

2. Modifications to the VEBA Trust

a, The VEBA Plan wiH be amended to be consistent with the agreements reached
during the 2023 negotiations with respect Io Letters 106 (Tuition Assistance Program) and
194 (ScholarshiR for DeP.endent Children)_,_

b. The comRlete A1:mrenticeshiRProgram, as described in the P.arties' collective

bargaining..2greement and anY.related documents, including those wovisions related to the
Industrial Readiness Certificate Program, willbe included i_nthe VEBA Trust

c. The training conducted bY.the NTC and. after it has been formed, the VEBA Trust
will be exRanded to include electric vehicle training_Rrograms and training for anY.new
technology introd1.1cedaLfaciJitie~where UAW-reP.resented emP.IDY.ees are emP.loyed.
8P.P.rOP.riatetraining will be Qrovided for all bargaining unit emP.IOY.ees whose work functions
have been materiallY. altered due to the transition to electric vehicles arid for any, new work
functions created,by the!ransmon to electricvehicles, Thls would cover training for: (D-2ll
bargaining unit members at any, facility, covered bY.this agreement. including but not limited
lo final assembly_plants,.P.roP.ulsionP.lants._Qackand module assembly_ggerations, batte[Y.
cell manufactuJjng faciliti~_s. battery recY.cling..9perations,.1iartsRlants,and Qarts deP-ots;_(il)
both skilled and non-skilled bargaining unit work; and (ill) new skills develoQment, training
on new equiQment, and health and safetY.-The training described above will be conducted
at the building located at 2500 E.Nine Mile~oad, Warren, Michigan 48091 .

d. Any_other modifications to which the Qarties have agreed.

.AB.A I 0 )3o)gJ
~~\ l10{?V( l, i
\ \-J\.
r 3. Following ratification of the 2023 National8greement. the collectlve_barg~g
~grBementwill be conformed to ceflect the changes to the joint activities described in tM
Memorandum of Understanding and related agireements. The documents governing the
m.ieralions of theLMC and VEBA Trusts will be cm1formedto~eOect tt1eteans selforth in
this Memorandum of Understanding andrelated agreements.

Transition of NTC Operations and Personnel

The period ,r-0m~heeff"eetfYC do~cof U=ic2019 ~~atioAalAgFeemeAtto J11Ae30, 2020

shall be used to ~FOAsiUonall Joint Aoti'lfitiesand the eonlimting fundions previously
conducted by the ~H'Gto t19e=Ff:1:rntF1:1Hds as foll~

1. For the existiAg NTC Building, 2500 Eest 9 Mile Roael,!Herren, Ml 48091, the MTG
Board .....ineletermine which eri~eelmointeflo~e-Aeeded to perform
seFYieesOfMy) ufl-t-il-~e-finaH)olcof ~hebuildiAg.
2. +f:lc Company's eurreAt intent is to continue JointAclivities !raining at lhc 2500 East 9
Mile Road, 't1'Jaff0n,Ml 4809~. propCFt)'.
3. It is 0QfCCdand uAderatood thal-a¼Ioffeoted OUf'f'CAt U-NN FCpl'e5efllCdemployees OA
Special Ass~fflef¼t wm be giivenreasonable notice of employment r-eassignments
beel<to lheir t-loflle FCA fa.eililies.+he ~JTCBfflplo•1ees,as paFtof the aissoluliofl-ffi
be given reasooable nolice of employment terrninatlons, as e~~
the N=F-6.'t't~II
4. a'.ftrt~~W'reAt U/\NI h,1emalionel staff perform NTC ·~vorl< in connection
wtlh,:leiAt Aelwi1ics or the transition of such activities, ehorgebael( costs, e)lcludiAg
an,yend all administrative fees and ehmgcs, will be pCff'fttHee-1:'ts--M-edeEl--<:ittri~
t..-an9ilionperiod ending no lateMOOA-dune80, 2~

( conducted by the NTC.

Unless otherwise agreed bY.the Qarties,all joint activities p,reviousl1Y.
and any_joint activity identified in thisMemorandl.l,mof Unders1anding,will betransferred,..illi
s!PPrDP.Jiate,to theLMC or VEBA Trusts. In connection wilh the transition of joint wograms
to the Trust~

1. The t::,IC willcontinue to cond.uctjoint activities at the building located at 2500 East
9 Mile Road, Warren, Ml 48091. Upon transfer of the joint activities to the aQQrowiate
Trusts, training will continue at the above location thrm•gh lhe life of thisagrnemeot with tha
of extension by majoritY.vote of the Board of Trustees to extend 3 consecutive 4 year
.QP.tion
terms,.

2. NTC Employees will be treated consistenI with the severance agreements previously.
bargained~nd offered.
The NTC wUIhonor all commitments madeunderthose agreements.

3. The NTC will reimburse the UAW for the cQQ)P.ensation artd benefit cosls of
International staff assjgned to provide services to the NTC in connection with the joint
activities orJhe transition of such activities to the Trust Funds, excluding anY,and all
administrative, fees and charges.

National Joint Program Representatives

To lho extent the Executive Board Joint Aelittities delefffliAcs u,c Aeeessity,4he
PoFt;esagree to 1:1se Ne#of¼ehleintProgram Repreeentalivoe ("Repfesenk)~i1,ces")in support
&f-!Healthand 8af-e~y\ ~fow Hire OrienlatioA. Plant :rraiAing whieh ·n-illinclude~ i) Diversi~
and lnelus1ofl,ii) Discfiminetion PfCvcntion. iii) Se><tial-HaressmentPre,,JCflUOn and iv)
\'Vor!~loee \liolenoe PFCvenlioA,EmpkJyeeAsstetanee P,"-Ogr-am, ToaFAbeodoF
l Ae-sessmen.t!Audils,Teet,11:iiealTfatning and World Glass Mont:Jfacturing(WGM}. These

~;~:r:~:~ill~;~~··••db~aHCe;~;~••eAdp-do,eoap~;: /0 ~o Id]
O.r1 -rtJ \_ I T\-,\~\ \ u/JuI1.,7
r FGA U/¥/Vrepresented empley,ees. To U'leC.H:lcnt
RepFSsCAtalivcs
onr; st1oo-NationolJoinl ProgFOffi
ore employees of the UNN on assigAmeAtas a Representathte, the UMN
wlll ehorgebeelt, wilh AO administmtive fee, lo lhe appropriate Trt1st Ft1nd for 0-'leeosteHre
U/lt'/V represented ~,ationalJoint Program Acpreseti~Hvcs' compensation and bendits.

To the extent thatthe Trustees of the LMC Trust or the VEBA Trust determine that it is
reasonable and Rrudent to retain NalionaJ Joint Program ReP.resentaUves
_("RegresentaJives")JQ..wovideservices to the Trusts, the P.ar1iesagree to their use.
ReP.resentatives may be retained both to conduct the activities of the LMC T1ust, and to
administer the benefit Qrograms oHha\!EB.A Trust lh.a1are identified in this Memor~ndum
of Understandlog~

To the extent any such National Joint Program Representatives areemployees of the UAW
on assignment as a ReQresenlative, the UAW will chargeback, with no administratjve fee,J.Q
the aQQroQriateTrust Fund for the cost of the National Joint Program ReP.resentaUves'
comgensation and benefits.

The Qarties further agree that the LMC Trust or the YEBA Trust may retain UAW-
rewesented FCA emP.IOY,ees who are specially~gned to Qrovide services to the Trusts,.
Tothe extent that either Trust reguests such sQecial assig □ed jndivjdu;als. the UAW and
FCA will jointly recommend qualified individuals, The aP.glicable Trust will evaluate any such
emP.IOY.ee's gualifications for the services and determine the 8P.P.rowiatelevel of
comP.ensation to be P.rovided. When the Trust decides to retain an emgloy,ee, FCA will
grant the emP.loyee leave, continue the emQIOY.ee'sbenefits and gay the emP.loyee a rate
determined PY.thg Tru_stees, The Trust will thereafter reimburse FCA for the cost of
emP.foyee's comQensation and benefits.
( Representatives shall work from ~eif-Locations designated QYthe trustees of the LMC
aodVEBATrusts ..Cor:npon:ylooal-iofland shall perform filJ£!Lduties :a~the trustees may_
assign in connection wrth the Trusts' oQerations in support of their respeeli'~·e progffifflS,
including the preparation of summaries of work performed..f.o.HheE)(,eeuUtteBoafE!.Unless
the trustees determine otherwise, UAW emR!Qyeesselected as ReP.resentatives will be
governed by UAW P.Oliciesand grocedures and Special Assigned emQIQyees selected as
reP.resentatives will be governed by ComQanyJ~olicies and_P.mooduresaImHcable to FGA
UAW reQresented emplQyees. EmQIQyees of theUAWwho areselected forany
reP.cesentativero)e will be identified by the UAW. subiect to the ag12rovalof the trustees of
the LMCand VEBATrusts. The number-of Representofr1es wilH,o set by the Exeetttfve
BooFd dtlriAg-the teFFR of ihc 2019 ~~elioAelAgreement It isreoogAt2ed thol the number of
Reprcsentalwes wmiftett:fee-titescOA ~effiporeryassigAmenls for specific proJeets and
durolions. The inaividualsseloetodfoF any Representati'te role 'NHIbe appoiAt-edby the
UAV•~. subjeet to the appr<wa! of the-E}Eeeufr•11
1
C Boor~ Removal of a National Joint Program
Representative may be effectuated by the trustees ExecuU'a'e Boel'd. If the Exeeu-ti~e--Board
isTrustees are unable to agree on a potential removal, that issue may be addressed under
the dispute resolution procedures of the s!P.QlicableTrust Fund(s).

General

The parties f:lo•tere\i'ie"wed,and updated pro•1·lsionsoonleined in4h~16 FGA UNN

National Agreement pertakting to dotnt Aolivilies aAd joint fuAding. On the effective dale of
l~010 ~~etiOAOI AgFOCffient. all prior Notional Agreement PFO'o'ISiOAS,Local ,¾JFCCffiCffi
pr-ovisioAs, Mern-OfOndums-oH::Jndcfstm~dings, LeHeFS-;-Ooeuments or Execrpls, et-e.
regarding JoiAt Aelivi¾ies aAdjoiRt funding. f!Ot speeifieeUypfo·~idedfor in lhc--2019Nelional
L Agfeeffient. si'loll cease end no ronger be applicable. As such, the 19aft:iosreeegni:z:ethat

_A·~A I" )Joj.:;

Qao/ 1"\J\
\,.\l O(?>~
Il 3
r tRl-sThis Memorandum of Understanding will be lhe COA~rolling doeufflent afte supersedes
any prior provisions and/or understandings related to doiAtAeli>giiUes
activities ~Adlng.
aAd joint

~s co(,o(-z,)
.A] ,A Iu )3o)·d3
on miJ~ \\J\V\ lb f Y) I \_;'3
~ (101)
 t I. , f -~ •

E/O&C

(N-254) Memorandum of Understanding on FCA-UAW Center for Employee

Development • 2023 Funding Addendum

MEMORANDUM O~UN_OER. TA DING

ON UAW-FCA CENTER FOR EMPLOYEE DEVELOPMENT
2023 Funding Addendum
1, The ComQany will continue to fund the 0P.erations of the FCA-UAW-Center for
EmP.IOY,ee DeveloP.ment (also known as the National Training Center, "NTC") through
12/31/23,_gy within se\len calendar days of ratification, making a contribution of $3 million to
the NIC...
(
2. Thega.rties anttcigate that the UAW-FCA LMC and VEBA Trusts will become
QP.erationalduring 2024. When the Trusts advise the NTC that they are P.regared to begin
mierating, the NTC Board willtransfer any assets not needed in connection with the
dissolution of the NTC to the LMC and VEBA Trusts allocated between the Trusts as
determined bY.the NTC Board, Any contribution due under this agreement to a Trust that ls
not yet OP.erationalwill be made to the NTC,
3. As used below, "ComP.ensated Hours'' sbaH baye the same meaning as that term is
defined in the FCA US LLCProfit Sharing Plan for HourlY,and ReP.resented Salaried
EmQloyees in the United States.
4. 2024 funding~
The ComQaffY,will cpntribute $28.64 million to the NTC to fund its OP.erationsin 2024
QY.making four egual guarterly installment P.ayments by 11/30/23, 2/29124, 5l31/24 and
8/31/24, In the event that the UAW-FCA LMC Trust or the UAW-FCA VEBA Trust is
m:2erational at the time that any such Rayment is due, the QaY,mentwill be made to that
Ir.Y.fil,
wjth 44% of the gayment being made to the LMC Trust and 56% of the payment being
made to the VEBA Trust unless the P.artiesagree that circumstances warrant a diffeCfill.1
allocation. Anyj~ayment or portion thereof not made to a Trust will be made to the NTC.

5. 2025 Funding;_

a. The ComRany agrees to fund the Trusts' 2025 operations by making a contribution
(~2025 Contribution") e~ual to the greater of: (i) the total Compensated Hours of_g]l
L UAW-repJesented FCAerr:m.!.Q.Y.ees for the P.eriodstarting 11/1/23 through 10/31/24

r':TL-, o / 1 (_/2:~.
,\i\~\ lo I ~ / 'l-"J
 multlpJifil!..Qy37 cents or(li)J.b.uggregate amount contributed to the Trusts to fund
their 2024 OP.erationsmultiP.!ifil!..!l:Y.
1.03.
b. 44% of the 2025 Contribution will be contributed to the LMC Trust and 56% will be
contributed to the VEBA Trust, unless the Qarties agree thatcircumstan~warrani a
differe,ot allocationJ
c. The 2025 Contribution will be transferred to the am:~roP.riate
trust in four egual
guarterlY.installments by 11/30/2024, 2/28/25, 5/31/25 and 8/31/25. The ComQanx
will P.rovidethe Trusts with information showing the basis on which the 2025
Contributions are calculated. if basedon Compensated Hours. no later than
Nn_v_ember 30, 2024.

6. 2026 Funding

a. The ComP.any-1:!grees to fund the Trusts' 2026 OP.erationsby making a contribution

_("2026Contribution")...fillual to the greater or; (i) tlJetotaLCornP.ensatM Hours of all
UAW-represented FCA emP.loyees for the Qeriod starting 11/1/24 thr,Qygh 10/31/25
mYlliP~Y 38 cents or (li)JllfLl!ggregate amount to be cQ.ntributedto the Trusts to
fund their 202§ operations before any offset is aP.pljed multipljed.bY.1.03.
b. 44% of the 2026Contribution will be contributed to the LMCTrustand 56%will be
contributed to theVEBA Trust.unlesstheparties agree that circumstances warrant a
different aUoc11Jion,,
c. Tbe2026Contributjon will be transferred to the aP.P.rDP.riate
trust in four equal
guarterlY. jnstaUments bY.11/30/2025, 2/28/26, 5/31/26 and 8/31/26. The ComP.anY.
will P.:rovidethe Trusts with informatiartshowing the basison which the 2026
( Contributions are calc1.1lated,lf...llased
November 30, 2025.
on ComP.ensated Hours, no later than

7. 2027 Funding

a. The ComP.anyagrees to fund the Trusts' 2027 OP.erationsby making a contribution

.("2027 Contribution")...fillual to the gr.eaterof: (i) the total ComP.ensated Hours of all
UAW-reP.resented FCAempJ.Qyeesfor the P.eriodstarting 11/1/25 through 10/31/26
multiP.lied by 39 cents or (il)~ggregate amount to be contributed to the Trusts to
fund their 2026 operations before any offseUs aP.QliedmulliP.Ue:.d by 1,03,
b. 44% of the 2027 Contribution will be contributed to the LMCTrust and 56%willbe
contributed to theYEBA Tryst,JJ[IJe_ssthe Rarties agree that circumstances warrant a
dlfferent allocation.
c. The 2027 Contribution will be transferred to the aP.QrDP.riate
trust in four eaual
guarterly installments by 11/30/2026, 2/28/27, 5/31/27 and 8/31/27. The ComP.any
will P.rovidethe Trusts with information showing the basis on which the 2027
ContribuUoos ar.ecalculated, if based .on ComP.ensated Hours. no later than
November 30, 2026.

s, 202aFunding~
a. The ComP.any_ggreesto fund the Trusts'2028 operations by making a contriblltion
_("2028Contribution")...fillualto the greater of: (i) the total ComP.ensatedHours of all
UAW-represented FCAemP.loyees for the P.eriodstarting 11/1/26 through 10/31/27
multiP.lied by 40 cents or (li)~ggregate amount to be contri_butedto the Trusts to
fund their 2027 0P.eraiionsbefore anY,offset is aP.P.liedmultiRlifil!Jly 1.03.

'( J L I ro/ s o/-L 3

,~v, \Of7xii--i:)
 b. 44%, of the 2028 Contribution will be contributed to the LMC Trust and 56%will be
contributed to the VEBA Trust, unless the P-artiesagre.e thaLck_cumslances warrant a
different allocation.
c. The 2028 Contnbution wrn be transferred to.J.b..§_gi:u:irogriate
trust in four egual
guarterly, installments by 11/30/2027, 2/29/28, 5/31/28 and 8/31/28 1 The ComP.any_
will Qrovide the Trusts with information showing the basis on which tbe 2028
Contributions are calculated, if based on ComP.ensated Hours, no later than
November 30, 2027.

9. The annual contributions to beJTiade to the LMCTrust anrl tbeVEBA TrLLstfor any_Y.ear
after 2024 wrnbe reduced to the extent that the net assets excludingJ~roP.ertyand
Assets") of the aP.P.licableTrust on November 1st of the year P.receding the
em,!.i12meo,L("Nat
yearJor which the contribution is to be made exceed the amount due to that Trust for that
year before any offset is BP.P.lied.
-----=E-xa=m..,.P.le for LMC Trust:

~---.,_,Aggregate Contribution for 2024$28.64M

Contribution to LMC Trust (44%)V2.60MLMC
Trust Net Assets 11/1/24$2,10M
Amount Net Assets Exceed 2024 Contribution-$10.50M
Contribution for 2025 ($28.64M*1.03*.44)$12.98M
Available to LMC Trust for 2025 $15.0BM (Less Nov,/Dec. Ex.P.enditures)
10. All contributions made to the LMC Trust and VEBA Trust will be Trust assets and may
be used only in accordance with the P.rovisions of the ai:rnlicable Trust Agreement.

( 11,The Trustees of the LMC and VEBATrusts will P.rovidelhe ComP.any with annual
budgets. including a budget for the Qortion of the year In whichtheyassume resP,onsjbility
from the NTC for the joint activities and Rrogram_s,After reviewing the budgets, the
Comgany wilSmake contributions to the Trusts as set forth above exceP.tto the extent thal
the ComQany reasonably believes such contributions would violate Section 302 of the Labor
Management Relations Act ("LMRA").,_
12.Decisions made by the Trustees with resRect to the Trusts' assets will not be subject to
review by the ComRanY.nor will theComgany have the right to acceP-1,modifY.or reject
those decisions, exceP.tthat the ComQany shall have the right not to make contributions for
~P.enditures that the ComQany reasonably believes would violate Section 302 o]Jbe Labor
Management Relations Act.
13. To assist the Trustees in P.reP.aringthe fotlowlng_yaar·s budget, the ComQany will
Qrovide the Trusts with a reQort on August 1st of each Y.earshowing the total ComQensated
Hours of all UAW-reP.resented FCA emQloyees for the eight-month P.eriodending June 30 of
that same year. The reP.ortwill be accomQanied by the underlying data used to determine
the number of ComP.ensated Hours.
14. Each Trust may conduct audits of the ComQanyiP.ay,roll and wagerecords andother
records that it mayreasonably req1.Lestto determine whether the ComQany hassatisfied its
oontribution obligations under the terms of this agreement. The UAW may share the results
of its review of the ComP.any~P.rofit sharing calculations, and any information provided to
the UAW by the ComP.anyJor the Qurpose of conducting that review, with the Trusts to assist
the Trusts in determining whether the ComQany has satisfied its obligations under the terms
of this agreement.

L Ts (b{lo/i>
() J L- \ o/Jo/ l. 1
Ol1 fflD~
\\A~\J lO(St h ')
~
r
E/O&C

(M-15) Memorandum of Understanding on FCA-UAW Center for Employee

Development - Exhibit A

M-15

Memorandum of Understanding

on FCA-UAW Center for Employee Development

Under the oow--Memorandum of Understanding concerning the FCA-UAW Center for

Employee Development, the parties have agreed to reorganize the existing Joint Programs
( as part of two Taft-Hartley Trust Funds (Trusts). Existing contract language, letters,
memoranda and other documents reference or relate to Joint Programs and/or the UAW-
Chrysler National Training Center (NTC). The parties recognize that such language, some
of which has been in place and in operation for a long time, will need to be conformed to the
oow-'Memorandum of Understanding on FCA-UAW Center for Employee Development' and
to the Trusts. In some cases, the language changes may be minor. In others, conforming
existing Joint Programs language to the new Trust arrangement may require modifications
in order to permit the spirit and intent of such Joint Programs language and negotiated
agreements to be implemented and administered under the Trusts.

Therefore, it is agreed that the parties are empowered and shall ttSeffiake anY.such
reguired changes after the tmns'ilion period deseFibedeffective data of the 2023 Nation.al
8greement. Unless the Rarties agree otherwise, all joint activities currentlY.conducted bY.the
t>JTC.ani:l any.joint activity'.identified in the 2023 Memorandum of Understanding on FCA-
UAW Center for Employee Development, will continue. Conforming changes to make Ofly
such mquired el'langesthe Natlooal Agreement wiUnolaffectthesubstance of those
ac:tivities aruLwjllj)e co,ns,is,tentwith the SQiritand intent of the parties as expressed in the
N~a.tional Agreement.

The letters identified in Exhibit "A'', attached to this Memorandum of Understanding,

will be subject to the above review process and, as modified, re-published if required.

Exhibit "A"

Production, Maintenance and Parts (PM&P) Agreement

Letter (3) - Employee Assistance Program Representative
L
., . l wl?xJ/
z3
1 {JV
i)
onrut,* 1➔ Rn
1 (,,:SOIJ7
..,YJFro/~6/).3
 Letter (103) - Youth Programs
Letter (106) - Tuition Assistance Plan
Letter (109) - Employee Assistance Program
Letter ( 111) - National and Local Training
Letter (116) - National Equal Application Committee
Letter (117) - Discrimination and Harassment Prevention
Letter (119) - New Hire Orientation
Letter (124) - World Class Employee Participation
Letter (153) -Attendance Counselor
Letter ( 154) - College Credit Certificate/Certification Program
Letter (158) - Training for Civil Rights and Equal Application Committees
Letter ( 159) - Union and Company Awareness
Letter (181) - Technology Training Center
Letter (190) - Local Technical Training Committee
Letter ( 194) - UAW-Chrysler Scholarship Program for Dependent Children
Letter (218) - Sexual Harassment Counseling for New Hires
Letter (223) - Diversity Training
Letter (248) - EAP Representative Internal Certification
Letter (249) - Work Place Behavior
Letter (251) - Product Quality and Job Security
Letter (255) - Team Member/Team Leader Classification
UP Letter (115) - World Class Manufacturing - UAW Joint Technical Pillar Leads
Verbal Understanding - IQP Database/Employee Suggestions
Verbal Understanding - Tuition Assistance Plan: Dependent Scholarship Program: Label on
vehicles
(M-3) - Memorandum of Understanding on Health and Safety

( Engineering, Office and Clerical {E,O&C) Agreement

Letter (74) - Employee Assistance Program Representative
Letter ( 121) - Youth Programs
Letter (60) - Tuition Assistance Plan
Letter (70) - Employee Assistance Program
Letter (95) - National and Local Training
Letter ( 124) - Equal Application Representation
Letter (20) - Discrimination and Harassment Prevention
Letter (45) - New Hire Orientation
Letter (30) - World Class Employee Participation
Letter (104} - College Credit Certificate/Certification Program
Letter (131) - Training for Civil Rights and Equal Application Committees
Letter (117) - Union and Company Awareness
Letter (130) - Technology Training Center
Letter (170) - Local Technical Training Committee
Letter (160) - UAW-Chrysler Scholarship Program for Dependent Children
Letter (132)·- Sexual Harassment Counseling for New Hires •
Letter (38) - Diversity Training
Letter (195) - EAP Representative Internal Certification
Letter ( 194) - Work Place Behavior
(M-13) - Memorandum of Understanding on Health and Safety

HfZ..n
1
(),3 0 i:J J
Jj F- ,c / JG () 5
 E/O&C

(S-2) S-2 Salaried Bargaining Unit Temporary Employees

Salaried Bargaining Unit Temporary Employees

During the 2019 negotiations, the parties discussed circumstances where business
needs may exist that require the utilization of temporary salaried bargaining unit hires
beyond the scope provided for in Letter (13) Temporary Hires, as contained in the 2019 0 C
& E Agreement and the applicable provisions of the 2009 Addendum, and the Loan and
Security Agreement. The parties agreed to apply applicable sections of the S-1 provision of
the Production, Maintenance and Parts Agreement to the Temporary Hires Letter (13) of the
( E O & C Agreement. Pursuant to and consistent with the above referenced agreement, and
by mutual agreement, on a case by case basis, the parties may utilize temporary employees
to support business requirements and ensure efficiency of business operations during
periods when multiple programs are being developed and launched simultaneously, during
times of peak workloads, and in other unforeseen circumstances.

Therefore, it is agreed this Supplemental Agreement shall govern the employment of

such temporary employees.

Due to the nature of the work performed by the salaried bargaining unit, temporary
employees hired by the Company shall normally be scheduled to work Monday through
Friday, in addition to premium days, subject to the following:

A. Temporary employees may be scheduled to work daily overtime and on days for
which regular full-time employees receive premium pay as such for time worked provided
they do not displace regular full-time employees.

B. The employment by the Company of temporary employees shall not be

considered as an infringement of the rights of regular employees under the 2019
Engineering Office and Clerical Agreement. In no case will a seniority employee be
indefinitely laid-off from a plant if the plant is regularly scheduling temporary employee
Monday through Friday. At the time of a reduction in force, a seniority employee who is to
be indefinitely laid off from the plant pursuant to such a reduction may elect to displace a
temporary employee.

C. The Company may discharge or terminate the employment of a temporary

employee at any time provided, however, the Union may protest in the grievance procedure
~ <t(ro{-i-:i
o;:1 trJJ);/
-rzJ
 the discharge or termination of a temporary employee in cases of claimed discrimination on
account of race, color, religion, age, national origin, status as a qualified person with a
disability, sex, including sexual harassment, sexual orientation, gender/identity expression,
union activity, and membership in any legally protected class.

D. A temporary employee shall be entitled to Union representation including the

grievance procedure in cases of alleged violation of this Supplemental Agreement.

E. A temporary employee shall be subject to the provisions of Sections (9) through

(14) of the 2019 Engineering Office & Clerical Agreement. The initiation fee and monthly
dues regularly required of temporary employees shall be as determined by the International
Union, UAW. Notice of the amounts of such fees and dues shall be given to the Company in
writing by the International Union, UAW.

F. This Agreement shall become effective concurrently with, and continue in full force
and effect during the term of the Engineering Office & Clerical Agreement.

G. A temporary employee shall be eligible for a profit sharing payment consistent with
Exhibit F - Supplemental Agreement (Profit Sharing Plan) on a pro-rated basis.

H. A temporary employee shall receive payment at the employee's straight-time

salary rate for any of the holidays enumerated under Section (71) of the 2019 FCA US LLC-
UAW Engineering, Office, and Clerical Agreement when such holidays occur on a regular
workday on the employee's workweek, provided the employee ( 1) actually worked at least
ninety (90) days prior to such holiday, (2) worked his last scheduled working day prior to and
his next scheduled working day after such holiday within the scheduled workweek, and (3)
( would otherwise have been scheduled to work on such day if it had not been observed as a
holiday.

I. !n lh~_event a Seniorjiy EmRloyee's Coq:~orateService Date does not reflect the time
the emRloyee s12entas a temP-orary:emQloyee, as (lefined abo'Le_aadi□ Letter (il), their
tem12orarytime will be usedto determine their vacation enJitlemenJonly,...Any bre,ak in
service will noLbe am:,iliedtoward this vacation entitlement.

In situations where disputes arise between the parties, the issue may be referred to the
Corporate Employee Relations and the International Union, UAW for disposition.

1> crltol 7-"}

oJJ IJJ;)J/
L iW
r
E/O& C

Plant Closing and Sale Moratorium

8.eeember 16, 2-0+9 September xx._2.Q.21

O&C&E
(9) Plant Closing and Sale Moratorium

International Union, UAW

( Attention: Mi:e. G)'Alkia Estrada Mr.Rich Boy,er

Deer Mrs. Eslfede: Mr. BOY.er:

As a result of your deep concern about job security in our negotiations and the many
discussions which took place over it, this will confirm that during the term of the new
Collective Bargaining Agreement, until Sef}teffiber 14, 2023 8~ ..1Q2.a.
the Company will
not close, nor partially or wholly sell, spin-off, split-off, consolidate or otherwise dispose of in
any form, any plant, asset or business unit of any type, constituting a bargaining unit under
the Agreement.

It is understood that conditions may arise that are beyond the control of the Company,
e.g., act of God, catastrophic circumstances, market related volume declines, or significant
economic decline concerning the subject. Should these conditions occur, the Company will
discuss such conditions with the International Union.

Very truly yours, ..

FCA US LLC
By Gle-nA-St:1,etjem~ChristoP.herFields

Accepted and Approved:

INTERNATIONAL UNION, UAW

GyAU,je ~.tf959-8jcb Boy_w:

L \\v\\\J\ \01~D17S
fitA )~ jJC /d]
 FCA
E/O& C

Employee-Retiree New Vehicle Purchase/Lease Programs

9+3laber 12. 20tt~ptember Xi:<.2023

O&C&E
(12) Employee-Retiree New Vehicle Purchase/Lease Programs

International Union, UAW

Attention: Mr. GeRerel HoHefiekJMr.Ricb_BOY.er

Dear &ffi &ch Boyfil_:

(
This will confirm that GhryslePGroup LLG ECAUS LLCintends to continue the
Employee Advantage Program for eligible employees, retirees and surviving spouses.
Eligible participants include active employees; employees on approved leaves of absence;
dependents of eligible employees/retirees; retirees receiving benefits from a normal, early or
PTO pension under the Chrysler-UAW Pension Plan; spouses of employees and retirees;
surviving spouses receiving benefits from a normal, early or PTO pension; sons and
daughters (including stepchildren) of living employees, retirees, and surviving spouses
receiving benefits from a normal, early or PTO pension; parents and parents-in-law of
employees or retirees; brothers, sisters, step-brothers, step-sisters, half-brothers and half•
sisters of employees and retirees; brothers-in-law and sisters-in-law of employees and
retirees; and sons-in-law and daughters-in-law of employees and retirees; part-time
employees; grandparents; grandchildren; and same sex domestic partners meeting the
criteria as defined by the benefits group. Also eligible are survivors of eligible salary
employees who receive a monthly Transition benefit and surviving spouses of employees
who die~ while ac_Uvelyemploxed regard_lessof pensic:mor mari~alstatus; as_long as th_e
surviving spouse is alive, the children also remain eligible. Surviving spouse participants
must prove relationship to verify eligibility. Notwithstanding theabD.ve,activeemploy~
may...Qi§jgnateone Rerson of thetr choosJngJobe an etigibre particiQant io theProgmm,
annuallY,.If elected,therecipient will count towards theenmloy,e,e:Sallotment of six {Q)
vehicles available annuaJJyat the EmploY,eePrice.

Eligible employees, retirees and surviving spouses may purchase and / or lease up
to a total maximum of six (6) eligible vehicles during the calendar year under the Program.
Under the Employee Advantage Program, the dealer selected by the employee, will bill the
employee a sum not to exceed the Employee Price (EP) designated on the vehicle invoice.

p (o/ 1c,/1- 3 {Y}W- -\ W\U )0/ Y>(l 3

0~ ,Al; A I O /Jo j aJ
 The Employee Advantage Program also provides Gl,rysler SteUantis active
employees, SUP.P.lemenlal emP.loyees,_retirees,and surviving spouses the opportunity to
obtain up to six (6) Control Numbers to extend to friends and extended family members
under the Friends Program, which offers preferred pricing. Under the program, the dealer
selected by the employee will bill the purchaser a sum not to exceed the Preferred Price
(PP) designated on the vehicle invoice.

Control Numbers and complete terms and conditions of the program are available
via the Ghrygle~6ro1:1pLLG FCA US LLC Employee Advantage Program website
(www.ea.chrysler.com) and hot line (800.756.2886).

In continuing to make the Employee Advantage Program available it is understood

and agreed that the Company may at any time modify, change or discontinue the Programs
and it shall have no obligation to bargain concerning its decision to do so. The Union will be
advised in advance of any such action. It is further agreed that the institution of this Program
shall not constitute a precedent for future negotiations on this subject.

We appreciate the efforts of the UAW to encourage employees to purchase and I or

lease the Company's Products.

Very truly yours,

CHRYSLER GROUP llGFCA US LLC
By A. A. laeoboU+ChrisloP.her Fields

Accepted and Approved:

( INTERNATIONAL UNION, UAW

By GeAeralHolteftetaRich Boyer

L -\\J\\\J\~01:D! -z~

Qul _A15
A 1~)-3\Ji&J
 FCA
E/O & C

Sale of Operations

O&C&E
(15) Sale of Operations

International Union, UAW

Attention: MFS.C}'fflf:lia EstrodaMr. Rich BoY.er

(
Dear Mrs. Est:adeMr. Boy~:

During these negotiations, the Union requested the Company agree that any sale of an
operation as an ongoing business would require the buyer to assume the '29492023 FCA US
LLC/UAW Collective Bargaining Agreement. The Company agreed to do so in the case of
any such sale during the term of the ~2023 Agreement.

Very truly yours,

FCAUS LLC
By GleF¼n 6oogM1aChdstopher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By Gyflthia 65tredoBicil B.OYfil
 E/O&C

Discrimination and Harassment Prevention

eetober 22. 20~6Seotember xx, 2023

O&C&E
(20) Discrimination and Harassment Prevention

International Union, UAW

Attention: Mf:-Nerweoo1-f.Jc~ Mr. Rich Boyer

Dear Sirs:
(
In accordance with FCA US LLC Policy 3-6 regarding Discrimination and Harassment
Prevention

FCA US LLC is committed to providing a workplace that is free of discrimination and

harassment. The company expects that all persons in the workplace will be treated with
dignity, their rights respected and their privacy maintained. Employees may obtain a copy of
Policy 3-6 from their Local Human Resources Department.

Anyone who believes that he or she has been subjected to or witnesses activity or behavior
in the workplace that violates this policy should make FCA US LLC aware of such conduct.
A complaint may also be submitted to the EEOC (or similar state agency). Reports or
complaints will not affect rights under any applicable collective bargaining agreement,
including access to any grievance procedure. Notification within FCA US LLC should be
made to:

EEO Compliance ~Governance

office: or

• The Ethics Helpline at 1-800-543-1391 and/or www.ethicshelP-line.fcagrouP-.com

et= www.jntegd!yhe1Qline.stellantis.com

• The Local Human Resources Office; or Management.

FCA US LLC's policy is to take discrimination and harassment complaints seriously. FCA US
LLC will investigate all discrimination and harassment complaints in a timely and impartial
manner. Moreover, FCA US LLC will use its best efforts to:
(_
(> fo{ 10/?_ J W\bil ~'((17
an~ J,J~ I''P3
0
 Protect the privacy and reputation of all individuals concerned;
(
Maintain confidentiality throughout the investigation process and share information
only on a need-to-know basis; and

Assure that persons against whom allegations are made are treated fairly.

Retaliation against a person who in good faith reports, or participates in the investigation of,
a discrimination or harassment allegation is strictly prohibited.

Employees who violate this policy will be disciplined up to and including discharge.

The Company and the UAW are in agreement that complaints of sexual harassment should
be dealt with promptly and fairly under existing internal procedures as provided under
Section (4) Letter (124) of the National Agreement and Appendix A, the joint UAW-
Management Sexual Harassment Complaint Investigation Process.

Very truly yours,

FCAUS LLC
By~ Christopher Fi_elds

Accepted and Approved:

INTERNATIONAL UNION, UAW

NoFYvooEt
H. Je·...r.ellRich Boyer

( Appendix A

Sexual Harassment Complaint Investigation Process

Complaints of sexual harassment originate via many different avenues, i.e., an employee to
Management, an employee to a Union Representative, from either a Management or Union
representative directly, or anonymously. Accordingly, immediately upon any member of
Management becoming aware of an allegation of sexual harassment when a Bargaining
Unit employee is either the accused or the complainant, the following process is to be
followed:

The involved facility Human Resources Manager (or designee) must be advised of the
allegation of sexual harassment. They, in turn, will immediately contact the Local Union
President (or designee) to make them aware of the allegation. In cases when a complaint is
received from an anonymous source, the aforementioned parties will, before commencing
with an investigation, confirm with the employee who is allegedly harassed that he or she, in
fact feels sexually harassed. The local Human Resources Manager is also responsible for
notification to the appropriate Group Human Resources Office, as well as the Company's
EEO Compliance and Governance Office of the sexual harassment complaint.

The involved Human Resources Manager (or designee) will advise the accused party that
an investigation will be conducted and, accordingly, they could be placed "on notice" of
potential disciplinary action, and that any act(s) of retaliation will not be tolerated.
Dependent on the circumstances of the individual case, the Human Resources Manager
may deem it prudent to suspend the accused individual(s) until the investigation is
l concluded.

lsro{,dt~
r An Investigation Team will be formed that will include at least one (1), but not to exceed two
(2) representative(s) from the Local Union, which may include members of the local Civil
Rights Committee, in accordance with Section (4) and Letters (124) and (20) of the National
Agreement. Recognizing the desirability of an investigative team made up of one male and
one female; each facility will attempt to structure the team accordingly. The EEO
Compliance and Governance Office may elect to name a representative to serve as an
additional member of the Investigative Team or, where the EEO Compliance and
Governance Office is not part of the Investigative Team, tocal facilities are encouraged to
confer with that activity for any guidance that may be required.
In conjunction with the EEO Compliance and Governance Office presence, the Chrysler
Department-UAW may elect to also name an additional representative to the Team. Also,
where the EEO Compliance and Governance Office is not part of the investigation, the local
Human Resources Manager will, upon completion of such investigation, forward to that
activity a confidential copy of the file. Investigations of sexual harassment are to be
conducted in a lawful and as expeditious a manner as possible.

During interviews conducted in conjunction with a sexual harassment complaint, only

members of the Investigative Team and the interviewee will be present. If the interviewed
employee is a bargaining unit employee, he or she can have a Union Representative
present during the interview. As part of the investigation, attempts will be made to obtain
signed statements from all parties, including the complainant, accused, and witnesses
where applicable. In cases where disciplinary action results, copies of all documentation
and notes relied on as the basis for such action will be provided to the Union and
Management Investigators. All individuals involved in the handling of sexual harassment
complaints, from the original receipt of such complaint through the entire investigative
process, are required, to the extent possible, to maintain maximum confidentiality of any
( information obtained or prepared during the process. No copies of information obtained or
prepared by the Investigative Team will be provided to any employee.

Once the investigation has been concluded, the local Management, i.e., Human Resources
Manager and facility operating head, shall review the facts with management team
members and determine the appropriate action to be taken. The union team members will
have no role in this determination and will make no recommendations regarding disciplinary
action.

In cases, however, where the EEO Compliance and Governance Office participated on the
Investigative Team, the investigation results will be reviewed for final disposition by
designees from:

EEO Compliance and Governance Office

Group Human Resources
Corporate Employee Relations

Note: The Office of the General Counsel will, upon request, provide advice and counsel.

Actions taken in sexual harassment cases will be reported by the local Human Resources
Manager to his or her respective Group Human Resources Manager, as well as the EEO
Compliance and Governance Office.

Or in the case where the EEO Compliance and Goverance Office participated, final
disposition shall be reported to the local Human Resources Manager by his or her
respective Group Human Resources office. In all cases, the complainant is to be advised
L when the case is "closed." Such actions shall be monitored to ensure closure to all
allegations is accomplished and corporate wide consistency relative to actions taken is

fsro/io/2-s l\1DH
M t-J (l1tl
 maintained. Any discipline assessed shall be done consistent with normal requirements for
notification, representation, etc. In cases where an employee is found to have engaged in
misconduct of a sexually harassing nature, the transfer of that employee or the transfer of
the employee who made the complaint, will generally not be considered appropriate
corrective action nor the sole remedy on resolving the complaint. Appropriate discipline, up
to and including discharge, may be imposed.

Where the investigative process determines an allegation of sexual harassment was made
falsely or maliciously, the complainant may be subject to appropriate disciplinary action, up
to and including discharge. Obviously, this is not applicable to complaints that are brought
forth in good faith, but are found to be inconclusive.

While the foregoing is an attempt to put in place guidelines which will allow the local
facilities to investigate and dispose of the majority of sexual harassment complaints, it is
important that care is taken to ensure all complaints are taken seriously, that an objective
and thorough investigation consistent with FCA US LLC policies and applicable Collective
Bargaining Agreements is conducted, and that fair and equitable action results.

The Company bears the ultimate responsibility for the enforcement of the laws and
corporate policy which prohibits sexual harassment. Sexual harassment is something that
cannot be tolerated by Management or the Union. Accordingly, the Company and the
Chrysler Department of the International Union, UAW are committed to ensuring
investigations of sexual harassment complaints are to be conducted in the spirit of
determining the truth and subsequent sharing of all available pertinent information between
the parties. The Union's involvement in no way precludes its grieving and resultant
disciplinary action, since the assessment of such discipline would remain the sole discretion
( of Management.

L
 E/O&C

Americans with Disabilities Act of 1990, Vocational Rehabilitation Assistance Ac:tof

1973 and the Vietnam Era Veteran's Readjustment

Ge~o!:>er12. 2011 fumtember ~. 2023

O&C&E
(23) Americans With Disabilities Act of
1990 as amended, Vocational Rehabilitation
( Assistance Act of 1973 and the Vietnam Era
Veteran's Readjustment Act of 1972 and 1974
and the Uniformed Services Employment and
Reemployment Rights Act of 1994

International Union, UAW

Attention: Mr. General Holiefield Rich Boyer

Dear--otfSMr. Boyer:

The Company has a continuing policy of providing equal employment opportunity in

conformance with the Americans with Disabilities Act of 1990 as amended, the Vocational
Rehabilitation Assistance Act of 1973 and the Vietnam Era Veteran's Readjustment Act of
1972 and 1974 and the Uniformed Services Employment and Reemployment Rights Act of
1994 and will make reasonable accommodations in accordance with these laws. The Union
also has long recognized the practical and moral value of these policies. Accordingly, it is
agreed that, notwithstanding the provisions of Section (48) of the National Office and
Clerical and Engineering Agreements, and any Local Supplemental Agreement negotiated
pursuant thereto:

1. An employee who is approved for work by the Medical Department but with
physical restrictions which limit the nature and type of the regular work t:,e ~Y can do will
be placed, in accordance with RtStheir seniority, on a job in Ats their department or division
that t:,e they: can perform consistent with A-i5their assigned physical restrictions.

L t:,e
2. If there is no such job in Ats their department or division and there is a job
~y_can perform in the plant. consistent with fttS-their assigned physical restrictions, /l.
q-1L-)-3 tw tjl \ ('JL <f1,j
t.

on ~b\\ ~l11 ~ C\I\\11~

(
Re they will be placed on that job in accordance with the provisions of Section (52)(a)3. At
no time shall such Rlacement violate-E..!]yother emRloyees senionty_dghts.

3. Prior to P.lacing an_e_mRloyeeon a job outside of ther deQartment, the

ComP.any shall notiJy the Local Union to ensure that there is not suitable work available
within the emRloyee's deP.artmenl,..:§!1dJ.h_at
the Rlacement is in accordance with their
seniority..,_

3~ The Plant Management and the Local Union shall take appropriate action to
tf'l5ttfe ensure that Local Supplemental Agreements conform herewith.

Very truly yours,

GMRY-BLER GROUP LLC FCA US LLC
By A. A Iacobelli Ch,risloRher Fiel~

Accepted and Approved:

INTERNATIONAL UNION, UAW

By GeAeral Holiefiold Rich Boyer

(r 1/u/i:
L--
.-.-1 ~,\, (A Ill I 1;
 E/O&C

World Class Employee Participation

Oelel:H!F12, 2011~ptember xx, 2023

(30) World GlessStelJantis Production WaY.Employee Participation

International Union, UAW

Attention: Mr. GeneFal HoliefieleMr. Rich BoY,er

Dear Bifs.Bicb Boyer:

( During discussions leading to the ~2023 Agreement, the parties reviewed the
fact that in many of our facilities, the local parties have assigned Local Union
representatives and appointees to the TeehAieafPillars Domains as joint ~leads. The
parties agreed that a full fledged partnership in WGM SteJlantis Production Way_
.(~)_implementation including develoP.ment..L~adershjP.., administration, exe..cution,
training and coaching is necessary for success. The parties also shared their concern that
the concept of full fledged partnership through joint flttiat-leadership must not result in
selective implementation of WGMSPW. In conclusion, the parties agree that in order to
realize the manufacturing competitiveness required for the Company's success and for
employees to share in that success, WGMSPW must operate function strictly as develoRed
and designed, and be imRlemented in a true joint partnership between the Company and
the Union. Tl'le parties also agree that sueh joiAI leadership will eoAtff'IUCto opeFOleiA the
eeAlC)(tor lhe 2009 Addendum to the 2007 Agreement and pursuelAtto U=ieL8A, w~i-et=t
mandatosiu1! OAd eoA'lpletc WGM implemenlatfon. It was !.§_alsonoted that WGMSPW is an
operating system owned and operated by Fta¼Stellantis,the terms and conditions of which
are proprietary and that the purpose for the requirement to jointly implement WGMSPW fully
is to build the manufacturing organization to Wworld G~lass levels necessary to provide long
term viability and job security.

Accordingly, the parties hereby commit to a new, 21st century model of joint
partnership. This new model, forged in ll=lcsl=lodowo~baAkfb~ is a full fledged
partnership in joint support of WGMSPW implementation, execution, training and coaching
as a full and complete operating system in order to realize the manufacturing
competitiveness required for Company success and for employees to share in that success.

L A13~ 1G )7o/()3
"TV-._tv'\ \l) ( JO /1:1
r After considerable dialog, the parties arrived at the following additional conclusions:

Automotive manufacturing is undergoing a grand consolidation on a global scale.

In the global competition between operating systems, Lean Manufacturing is winning

against traditional Mass Production systems.

WGMSPW is the most~ holistic road.map to Lean Manufacturing the parties have
experienced.

lt is of critical importance that WGMSPW be jointly implemented systematically and

fully in order to operate successfully and thereby position the Company and the Union firmly
among the winners in the global automotive manufacturing community.

Accordingly, the parties have arrived at the following understandings:

-EeeRSomg ~-Aieal-Pffi0f0omains may continue to be assigned a UAW

represented joint Pitlef-.lead from among the existing UAW plant level representatives or
appointees.

The role of the UAW joint Pillaf-lead shall remain to provide joint leadership to the
systematic and full implementation of WGMSPW.

As in the case of Management Pfllet-Domain leads, UAW joint fli.l.lefDomain leads

shall continue to retain the full time work to which they had otherwise been assigned.
( _ lhE.LLJ..AW \lice President andDirector of the Stellantis Departrnent will be P.erm1Ued
access to the Total Productio.!1Cost (TPC) rooms in each facility to QarticiQat~jn strategi£
Qlanning activities.

The SPW Master Planners in each manufacturing facilitY,will have a U8W SPW Plant
Lead to assist with the surmorl,J!.Q.ministration and dissemination of the all
encomQassing.QQfilgill)Q~Y.stem Qrocesses and facilities short to long term~usiness Qlans.
The UAW SPW Plant L~ad will also suQport validations of P.lantse\f assessments,
calibrations and ShoR Floor Management (SFM) board reyjews. The UAW SPW Plaqt
Lead's Domain knowledgg, SFM leadershiP. and business acumen will be critical to driving
P.I.Qjects,ensuring kaizen comQletion, and cost saving_Qrojects to meet the e_xecutionof the
Qlant road-maR and imwovement of the P.lantKey Performance Indicators.

__ Tl:!§_Qartiesacknowledged that individuals who are caP.able of functioning at the UAW

SPW Plant Leadlevel must first e_xhibita_strongJmoy!l:ledgeand aQRlication of SPW Domain
methodologies. They must demonstrate a high level of involvement 1,vith ttie SFM wocess
on the shoR floor. They sbawrnasterY. of plant business acumen through delivery of
wojects, kaizens comQleted, and workshOP...Qarticipation.TheY.must have held multiP.leroles
in the Qlant organization, Through a standardized evaluation wocess, these individuals must
demonstrate eng~memeni in the Domains and SFM activities that re~uire shoR floor
leadership, including audit QreQaration,J~resentatlon skills, kaizen activity and autonomous
rwac chartgaR closure. UAW SPW Plant Lead oQenings will be filled following
a thorough selection process by the UAW Vice President and Director of

L IO)J6)9~
\017:P
,,~
 the Stellantis Department and reviewed bY.the Stellantis Vice PresidenLolEmploY.ee
Relations to confirm the final selection of the UAW SPW Plant Leads.

The objective of these understandings, is to jointly accelerate and improve the

systematic and full implementation of WGMSPW. The parties agreed that WGMSPWis
designed to provide a foundation of product quality and manufacturing competitiveness
required for long term Company viability and employee job security. Accordingly, consistent
with the goal of promoting employee job security, the parties agree to challenge managers
in those instances where managers are found promoting activities contrary to
w-GMSPW that are designed to result in short term gain and advance personal agendas.
The parties also agree that senior level Management will instruct and encourage its
managers at the shop floor level to solicit, welcome and give full weight to the voice of
employees fet-for the purpose of generating the dialog necessary for moving from mere
employee compliance, to understanding and internalization of WGMSPW.

In furtherance of the UAW's vision for a more progressive world class partnership,
and in order to support the important participative role described above and required of all,
the parties agree that WGMSPW shall replace and supersede all Rrior Employee
Participation programs f8fefeneed iA our colleeti,e 1:10,goiA1ng 89fC0ffieRts i.e., POI, WOM,
SMART, JAOP end MOA. Notwithstanding, in the interest of continuity, the parties agree to
continue utilizing the current Team based model with the understanding that the National
World Class Partnership Council (NWCPC) established below may review aspects of the
model such as the Team Leader selection and removal process for the purpose of closer
alignment with WGMSPW.

Accordingly, at each facility covered by the National Production, Maintenance, and

( Parts, and Office, Clerical and Engineering Agreements the parties agree to utilize a Local
World Class Partnership Council (LWCPC) as a means to facilitate and promote the
implementation of WGMSPW and the employee participation upon which successful
implementation relies. This Local Council shall consist of up to a total of ten (10) employee
and management representatives, such representation being equally divided between the
parties including the Local Union President and/or Unit Chairperson under the OC&E
Agreement, and the Bargaining Committee Chairperson or his/her designee, the Plant,
Parts Distribution Center or Office Manager and the Human Resources Manager or his/her
designee. The remaining members of the LWCPC, if any, shall be determined by the local
parties consistent with guidelines developed by the below described National WCP Councll.
The Local Council will meet at the request of either party, if mutually deemed desirable or
necessary, but in no event for the consideration of matters not in direct support of its role as
defined above.

The National Council shall be composed of five (5) representatives of the UAW
International Union and five (5) senior level representatives of the Company and shall be
co-chaired by the Vice President and Director of the UAW Chrysler Stellantis Department
and the Company's Vice President, of Manufacturing. The National Council will meet bi-
moflthlyannually_or more frequently if mutually deemed desirable or necessary, in
performance of their role to provide ongoing leadership to the above described local
parties. Furthermore,Jb.f!..Rartiesagree to include SPW Rrogram imRlementation and
effectiveness review on the JSOES meeting~genda. Also, the SPW Lead {or North America
will extend invitations to the UAW Assistant Director Stellantis Production WaY.and UAW
International Representative SPW DeRIOY.mentTeam Lead to 1beweeklY.SPW DeP.loY,ment
Meetingand.the $PWMonthlY.Business Club Meeting~
L J\-13,A
Ju}Jo/
\\J\~ ll)(7:JOi
-
 Any issues on WGMSPW and/or quality that are not able to be resolved by the local
parties will be appealed to the National Council for resolution.

Very truly yours,

-Gl=l~ler GF&tJPLLG FCA US LLC
By A. A. laeobeHiChristORherFields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By GeAeral l-loliefielaRich Boyer

L ~1JA )o )Jo/;)J
, \J\\J\ \a/ 71J
(L,)
(

E/O&C

Activities Representative - Kokomo/lTP and Belvidere

Getober 12, 2911_September xx, 2023

O&C&E
(56) Activities Representative - Kokomo/lTP and Belvidere

International Union, UAW

Attention: Mr. GeAerol Hohe~eld Mr, Rich BoY,er

Dear SifS-7
Mr. BoY,er:
( During the recent negotiations. the Union expressed concern with respect to having
its-sefflfle6 members at the combined Kokomo/lTP locations properly serviced in matters
pertaining to Health and Safety, EAP, Benefits and other activities as may be assigned.

Accordingly, it is agreed that, subject to the conditions set forth below, the
International Union, UAW may appoint one (1) Activities Representative each for the
combined Kokomo/lTP and Beh~dcre locations who shall be a regular salaried employee on
the active roll having seniority and in a unit represented by the UAW. §§.lvk!fil_e,sha1Lbaxe
a
regular salaried emP-loyeeon active roll andhaving sentQ[ity and in a unit represented by,
the UAW.
Responsibilities will include but are not limited to the following:

Health and Safety matters pursuant to the terms and conditions of the
Memorandum of Understanding - Health and Safety.

EAP duties as deemed appropriate pursuant to the terms and conditions as

set forth in Letter (74), Employee Assistance Program Representative.

Benefit matters relating to pension, insurance programs and SUB local

appeal matters subject to the terms and conditions as set forth in Letter (62).

Other activities that may be required and agreed upon by the parties.

It is understood that the Representative's hours per week for the foregoing shall not

L exceed forty (40) hours for the combined Kokomo/lTP and eight (8) for Belvidere.

~,(sf ~3 IW)j .j J+-9 /f/;>

3
~~ o.rl l17
1\J-~ C{/d&•
 Should administrative questions pertaining to the terms and conditions of this letter
( arise, they shall be referred to the International Union, UAW and the Corporate Union
Relations Office for resolution.

Very truly yours,

6HRY8LER GROUP LLG FCA US LLC
By /1,. A. Iacobelli ChristoQher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By Gcnerol Holiefield Rich Boyer

JJF "1 3
/6/;,

·1~\\J\ cl{w(13

(_
 A
E/O& C

Tuition Assistance Plan

9eteber 22, 2~-5SeRtember xx,202,3

O&C&E
(60) Tuition Assistance Plan
International Union, UAW

Attention: NePitt10od
H. Ja·.•ellMr. Rich Boyer

Dear Stt:s-Rfch
Boyer:

During eur-reAHtegotiations, Ghrys~F FC LC and the UAW reaffirmed the

( necessity of providing active and tgmr,iorarily_laid-off_senloritY.
employees opportunities for
education and training to develoR,job skills aad comP.etencies to improve their R0Jenti_aJ for
job advancement within FCA.=FhsseeffoFtswill enable them to eil!;.cr resnter lho 'NOflt feree
ef-eAhence theil'"development Accordingly, the parties hereby agree to continue the Tuition
Assistance Plan for all qualifying employees who wish to pursue further education and
training. +he pion i&designed to help vrorl~~

who a Fe laid off to impro•;ic theiF-ehenee54<:lr

r-eem~le'.ffflent,

or who afC O!'rlaf:le-eeti't'e

roll to enhaAee~ttteirepportunities fe,-ea'f'eneemeA¼.

Under this Plan, qualified employees are abffi-elig~ to receive assistance in the form of
up-front payment for job telated deg ee-see • g courses at t-e-lieensedor nationally or
mgionaJly_accredited schools.,_st2eh as colleges, uniYerslties, pFoprte~af)•schools OF
voeatienaHnsatut1ons. The Plan perFnitSrworkeF~toselect many types of voea4ionel trainlAg
or eduee~ion, forthelr sittmtion aAd geals,; Degree Rrograms are subject to approval by the
UAW/Chrysler National Traihing Center- E.Q,8. TuitionPlan Adminisltalots:Additionally,£.QA
and the UAW wjll continue to jQ.in.Uy ldentffy courses of studY.for oertificat~Rrograms
associated wilb ar,ir,iror,iriate
joint r,irogramsoffered.

Courses
Suitable courses are those approved by the UAW/Chrysler National Training Center,
inelud,ng, but not limited to, tt=ioserequiFodfoF ad1:11t
bosre odueaijon, such as those required
fQLhigh school completion or high school equivalency certification, university, and college ...
buslAess, trade or •,oeoliona! eehoo ttFSesor adult eduea~ionelosses-eAd eareet
L development eouraes.
ft?/30/23 , \Axv\ \ o I::011:,
00 MD~ jJ F 16/$0 /;).3
 GeFtaiRjob related semiAars, eorrespoAdeAee. and home study pr-0gFOmsmay be
eoAsiderad for eppfO"vOIeeoofding to specific guidellnes dc'v'Cloped by tl,c Notional TFainin9
GeF1ter.

Schools
Acceptable schools are those approved by the UAW/Chrysler National Training Center
including, but not limited to, those generally recognized by accrediting agencies or under
governmental education agencies.

Prior Learning Credits

Costs to obtain college credit for work experience or for in house sponsored training
programs are appropriate charges against the Tuition Assistance Program.

Funding
The Plan shall be funded by the UAW/Chrysler National Training Center.

Administration
The Plan will be jointly administered by the UAW/ChrysleI National Training Center.

--~AR.P.eaLProcess: The Union exwessed concerns regarding the A1:mealProcess for

denied courses and degree reqyru;ts, For the P.Urooseof thiswogram, a standardized
m;meal Rrocess wiU be imQlemented within ninety_(90) days of the agreemenLratification.

The National Training Center has the authority and discretion to interpret the terms of
the Plan under the provisions of the Memorandum of Understanding on-Joint Aelivities (M
3-}FCA-UAW Center for EmP.loyee DeveloP.ment (M-14 ). This authority includes, but is not
( limited to, the authority and discretion to approve schools and courses under the Plan and
to issue guidelines interpreting the Plan.

TbllTION ASSl&FANGE PU\N FOR ACT I-VEWGR~ERS

Eligibility
+he partieipaAt fflUSt be a Eligible emQloyees are defined as a UAW represented
Chrysler FCA employee on the active employment rolls or on temporary layoff with seniority
under the terms of the current Gk~UAW National Agreement.
EmQloyees must beonactive roUor on temP.oraryJgyoff for the duration of the course
term. However, employees who are attending a degree seeking program and become
temporarily disabled due to a compensable occupational injury may be entitled to utilize the
applicable Tuition Assistance to enroll in one additional college term. Also included
are eligible UAW reP.resented FCA emRloyees on Milltary~ave of Absence or who have
been aRR0inted or elected as union officials on leave of absence under Section (67)(a)(i) of
the National Agreement.

SUP.P.lemenlalEmP.loyee Eligibility

During 2023 bargaining the P.arties agreed to include SuR.plemental EmP.loyees in the
Tuition Assistance Plan (TAP) ttenefit to enhance theirQP.P.ortunittes for_educat;on aod
training. Following acethe eligibility criteria for SUP.P.lemeotalEmRIOY.ees:

_1) must have actual/Y,workell ninety_(90) day~prjor to utilizing the TAP benefit
----1,)must remain actively working while utilizing the TAP benefit

L Type of Assistance

10/30/23 ""1\J\~,ot~h~
od !Vlj)({ iJf
,.)
10 f :SO/))
 The Plan will provide for tuition and/or compulsory fees to be paid directly to the school

r providing the course in which the applicant intends to enroll. There shall be no duplication of
tuition or fees already covered by state or federal education assistance plans or programs.
The type ofwass-is¾anoe shaJI19cdeteFmined aceofdh;g ~o~.f:lefollowing eatego,ies-and benef+t
kweb-speeificd bclow:Ibe Tuition Assistan.caP'lan wovjdes.JJRto $..8.,000 12ercalendar y:ear
for job related degree-seeking.courses at nationally: and regionallY.accredited colleges or
universities, The Plan allows for URto $_1,000Rer year (of the $..§,000maximum eligibility}
reimbursement for degree related books, Employ:ees must receive a P.asstng_gradQ; to
riualifY.for Tuition Assistance. lncomP.lete and failedcourses will not b.ecovered,

$6,00~p.er )•ear ler eot1Fees-etregionally aee:rediled ooll0ges OFuniveffiffl'eS

---iltlcl~@~ ·NithiRlhe-$§,000-Wtll be up t:o$200 per year reirnbtitsefflent for degree

6

,o;elaledbool<s. tJpoA eoncJusioRof thcstrnegol:iaHons tflc paft:ieswill joinlly de'l'elop a

pfeeess, de~ermiAe-goideliAes, ans ieofllify efl-implemen~aron da4e for err:lplO'yeebook
re+tllb1:1Fse
meAt

$1,590 per yeaFf~1:1FS@S>lakeAfor r,cr-s-eAOI eevelopment, not rnlated to U'le

employee's e1:1rrentjeb assigAffie-At,tttro1:1gh
aeeepleble schools ,ineludjng-lhoseaeerediled
by recognized aeereditafion-ageAeies-;those epprotJed by Goveffiment EdueotiaA Offfoining
Pf-eg,ems. or eerla1n sp,eei.Jiedothers,

Adva nee P.aymet1t

---+--R"¼l"HA'~~~,retled-in degree progroffie-lhrough accredited institutions, whe e,tl<lattS\:
utilize up 10 $1,000 of the follewiAg-year's eligillHHy-1.e
lA€-el:if'feAt)leaF-luilioflefi§;t~Hity;-may
( cover oppfo~tate C-1'.p-enses.

--+he paymer,t of 1;1p le--$-1,000v;ill oecul'-£lutoma~foolly for t1t:1ili-en

·..vhef'l--4-fie-request
euffeAt ·tear eligibility.
essistai;ee e->teeeE!s-ti'le

--f\a\l'afltee-isa,rrA<ffiHS-001 m,railablo-iA-U~e-4ast
ealendaF yeOf·eHh e Agreemoo . ci-El-ees
ne~nd 4uition assis~oi;ee-:

Employees pOfti~ettng in more U~afK>neoHhe ebo>;iecalegories of h•.titioA-Ossis*aRee

will--Aotbe eligible to reeeive-mo.~than a eombiAed tolal of $5,000-pcr calender yeer-:-

AddUionelly;-ttie spoHseand dependetll children of-0 deeeased neth1cemployee will be

eflttt~ee-totJlili2:eU=ie-Femaining
balance of the employee's annuei-:f1:1itfonAssislaRee
~lily-for college or edueational pursuits dtn=ii,g-eperiod eq1::1al
~othe lenglh of ll=te
present Agreement following the d,ote of the-emplo,1ce·o do&ltr.

+IJl-l-lONASSISTA~~CEF!L/\Nfi:)R LAl9-0FI= EMPLOYEES.

Eligibility
The pertieipant mtlsf l;)c-eUN.11.., r-epr-esef1tee-Gtuysl8rem,aloy,econ ffldefinile layoff;
.·,no !"ias reeaH ti!ijl'Ust:mder the tefffts ef the eul',"M~Ghrysle,-l:::IAWNaUonal Agr9"8men~;----SAd
wt,e !=ladal loaol-efle yeafLseniOFi ..y as ef the last day worked prlof to layoff.

fypeefAss~
The Plan Ytlii~I
pre..,ldefor tuition and eompt:tlsoryfoee lo be paid dlreeUyte-lhe oehooJ
L r,re-viemg me course ifl v,t:}iehthe spplieant iAtcnds to enr-oll.'.F~ereshall be no dupUoa~
tuitioA.fees atreody•eo·~<ered b;i ottlef slero or fed.er-aledueeUen assis@Aee plaAs or
10/90/23 \\J\\\J\ \0130( ·17
~ {V)Dit
j,_) f- IO /3o()... $
 pmg..-affis.Mexiffium eligibility Uf'ldertl=lisPlai'I is $8,400 of tuition assfotaAee 'Nhile eA
( ifldcfinite layoff e~ecpt-as specified below. Eligibility is esteblisl=ledby 9eAiorHyas of la5•€1ay
wmltea-i:,fi&r lo layoff as ~allews,:

SENIQRITYAS OF-OATE.OF LAYOFF

1 to a ¥earn $&,400
3to 4 ¥ears $7,400
4 or more ¥eaf5 $8.400

The at:lovespeoifiea-omounls st:lall eonsUtt:1te an aeeounl upon 'n'hi6h the emi:iloyee

may ara•Nso IOn!;Jas the Cffiployee Fetains reeatlfights \Vhile on indefinite layoff. Gertaift
changes iRemployment slalus will affeet eligibility. If FeoallFightsar:elost under the terms of
~he Chrysler UAVVMalionol AgFeement or full time employment-is aeooptcd that would pay
wages eoA1pambleto those on Uie former job al Gtuyslor, or if simUartroiniog prograr,;s ore
provided b~a new employer. cH9ibiltty·.uillcease. Continued eligibiltly will depend upoA
satisfactory eompleoon of courses in ·n•hichlhe employee4}as enrolled and-eomplianee--v,AA
ett:\er provisioAs of U<tePlan. In no e·~•ei,~
shall rotal lifelirnc beAefi~ to an indefinitely laid off
employee C?«Jeed $8,400. The UAW-ChrY.slerNational Training Center has the authoritY.and
discretion to inteq~ret the terms of the Plan under the Rrovfslons of the Memorandum of
Understanding on FCA-UAW Center for EmRIOY.ee Development. This authoritY.includes,
but is notllmiled to. the authoritY.and discretion to a1:mroveschools and courses under the
Plan. and to jssue guidelines ioternreting the Plan.

Very truly yours,

FCA US LLC
By Glenn Sha§.JeflaChristopherFields
( Accepted and Approved:

INTERNATIONAL UNION, UAW

By No1,vood H. Jewcll8ich BoY.er

,\\i\\0\ \\j th1

JJ ~ \ G /!o/:t >
(
FCA
E/O&C

Safety and Health Audits

9-eeeffti:,er 16, 2019~otember xx. 2023

(65) Safety and Health Audits

International Union, UAW

Attention: Mrs. G:rnU,ieEstmdaMr. Rich Boyer

Dear_Mrs. EstrodoMr. Boyer;

{ The parties discussed the ongoing Joint Safety and Health Audit
Program and agreed that future joint safety and health audits will continue to be
conducted by a team of trained safety and health professionals under the direction
of the National Joint Committee (NJC).

A joint audit team has been established consisting of three (3) UAW International
Representatives appointed by the Vice President and Director International Union,
UAW FGA StellanJis Department and three (3) Management Safety and Health
professionals appointed by the Vice President of Employee Relations. Both parties
recognize the need to maintain a staff of qualified safety and health auditors. The
NJC will develop specific training requirements for audit team members. At a
minimum, the audit team members will receive annual training related to Company
Health and Safety Policies, and "hands-on" training for hazard identification
consistent with Company Policies. The Vice President and Director International
Union, UAW FGA StettantisDepartment will strive to identify and select new UAW
audit team members with an appropriate level of health and safety experience that
would enable them to effectively audit plant conformance with Company and OSHA
requirements, (such as a H&S Professional, a UAW H&S
Representative, H&S Trainer/ Ergonomic Analyst). In addition, new auditors will be
required to complete up to four (4) weeks of training within ninety (90) days of
appointment or as soon as class availability permits. To facilitate crossfunct,ional
training and benchmark. oi:mortunities, one UAW and/or one Management auditor /J.
LJHSCmember from within the same labor market a,s
!IllY. be reRlaced by...Q...plant ~ t.,7
~t<)
4t
the audit location at the discretion of the r;iartie;,Jpective National Joint Health~
(}.. ll
and Safety Co-Leads.

~fi} v ~ (@µf?ib r- _

Q1{) j~ "'1)l
'It"
 An available UAWNurse will accompany the audit team to facilities with
onsite FGA t llantis medical operations to verify plant compliance in medical
programs and procedures. It is understood that this position will be filled by utilizing
existing staff on a rotational basis and that their time spent on the audit will be
limited to their specific audit function. The audit team will consult with Corporate
Medical staff during each audit to ensure consistency with the joint audit process.

The NJC will continue to review and provide input to the audit team on the audit
program criteria as required. At least once per year, the National Joint Health and
Safety Co-Leads will identify a joint audit criteria review team (from existing Health
and Safety Audit Staff and Corporate OSH) to update the audit criteria. Updates to
the criteria will include revisions to Company policies and applicable government
regulations. Audit criteria changes will be UQdatedin a timely manner in the
ComQany....§P..WOVed database. Changes shall be communicated to all facilities prior
to implementation,. af-l€J fFacilities will be afforded appropriate opportunity/time to
conform with such changes in accordance with provisions/requirements
communicated jointly by National Joint Health and Safety Co-Leads and Corporate
OSH.

The designated UAW-FSA SteUantis Joint Safety and Health audit team
will oonduct schedule audits as deemed necessary~ut in no ease less than with
the intent to audit once every year for manufacturing facilities and Centerline PDC,
and once every three years for all other facilities covered under the M-13 MOU as
(_ directed by the NJC.

The parties recognize the critical importance of these audits to the Company, the
Union, and the employees. To that extent, the parties agree to use their optimum
efforts to (i) maximize the number of audits performed and (ii) to ensure scheduled
audits are conducted on a timely basis. Adjustments to approved audit schedules or
staffing levels must be authorized by the NJC. The parties further recognized the
demands put upon audit team members and the Union expressed concern that, on
occasion, outside intervention has impeded audit schedules and training program
development. In the future, if outside intervention forces a change in the audit
schedule or delays program development, the matter will immediately be taken up
with the NJC for prompt resolution.

In the event the Union feels that the corrective action plan is not being
implemented in the defined time parameters the matter will immediately be taken up
with the NJC through the escalation process defined in M:13 Section IV for prompt
resolution.

Very truly yours,

FCAUS LLC
By Glenfl ShageAeChristoP.herFields

Approved and Accepted:

L INTERNATIONAL UNION, UAW
By Gyfttflia EstradaRich Boyer
C<- 2-ct• ZS II
.)ivF ~ fh}tr
~ f46
 E/O&C

Plant Vacation Shutdown

Oelober 12, 291-4Septemberxx, 2023

O&C&E
(67) Plant Vacation Shutdown

International Union, UAW

Attention: Mr. Genere~Heliefielcff1ich Boy:er

(
In the event ola te.mP-orarysummer shutdown, emP-loyeesmay only be required to
use one (1) vacation wee~kand shall be_entitle_d_to
Supplemeotal UneroRloymeotB_en.!3fit$
(SUB).Ray for any additional shutdown time. This will confirm our understanding that a plant
shuldovm for ~·aeahonpurposes for up~ h'i'Owcelts may ~c scheduled at plants of the
Geffipeny whef~sehedules and opeFOhRgcoAElilionsperm-it-(emplo:yeeswill not tie cl gible
Jer SupplcA1entel Unemployment Benefils {SUB) or stale unemployment benefits during lhe
weol<sso de3igAt1lea B&-vac12tien sht:dd0'1-\'R}.

Management will advise the International Union of each year of the proposed dates
and duration of the vacation shutdown and the employees, if any, that would be required to
work during the vacation shutdown period.

Very truly yours,

GHR¥6LER-£ROBP-l4=GECAUS LLC
By A. A. leeoeel!i Christopher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By General HolidieldRjch BOY.er

L
 E/O&C

Employee Assistance Program

Oetober 22, 201 !5September xx, 2023

(70) Employee Assistance Program

International Union, UAW

Attention: hk Norwood H. deweU Mr. Rich Boyer

Dear 6tf5 M.c...B_icti..§_9.yer:

( FCA US LLC and the UAW continue to recognize that alcoholism and drug
dependency are health problems which may be successfully treated, given early
identification and appropriate rehabilitation therapy. Furthermore, as with alcoholism and
drug dependency, emotional disorders and serious personal problems can adversely affect
job performance.

It is in the Company's and Union's mutual interest to provide a framework within which
UAW-represented FCA US LLC employees voluntarily and confidentially may seek
professional counseling, treatment, family intervention, or other assistance and information
about what benefits are available to address such problems. Similarly, it is in the parties'
interests to generally encourage, educate and otherwise help employees pursue more
healthful life styles, and expand educational opportunities in this area for the entire family.
Working together the Union and FCA US LLC can achieve common goals in those areas. In
this regard, the parties accordingly established a joint Employee Assistance Program under
the UAW-Chrysler National Training Center (NTC).

The Program provides for: ( 1) early identification and voluntary assessment of seniority
employees having alcoholism or other drug dependency problems as well as emotional
disorders or serious personal problems; (2) referral of such employees to recognized
providers for professional diagnostic evaluation, counseling or treatment; and (3) an
ongoing support system with appropriate follow-up on their counseling or rehabilitation
progress. While the Program's primary purpose is to assist employees having such
problems and help Union and Management Representatives deal effectively with such
situations, it also encourages employees to obtain information about the dangers of
substance abuse and other addictions, and serious family and personal problems.
Additionally, the Program covers how to recognize the existence of such problems, and the
L
-r,,o1,,.,,,(l\~~ /J l~~elh
1iJ D (]_Ti ) '·V::/1y(aJ
 availability of counseling or treatment referral services for immediate family members having
( such problems.

Employees with alcoholism, drug dependency, emotional, family or other personal

problems will be able to seek help voluntarily without having to be concerned that their
employment status will be affected because they have sought help for such problems. Such
employees, however, would continue to be subject to the same standards of performance
and conduct expected of any other employee, irrespective of participation in the Employee
Assistance Program. Employees requiring a leave of absence for the treatment of health
problems will be issued such leave in accordance with the provisions of the Collective
Bargaining Agreement. Insurance benefits, if any, for the treatment and the absence will be
determined in accordance with the Agreement.

The parties recognize the value of conducting critical incident "stress debriefings" after
a trauma, such as an employee suicide, a major injury accident, violence or death at the
work site, etc. Appropriate debriefings for employees traumatized by such events are in the
best interest of the Union and the Company. In this regard, the parties agree to continue the
Critical Incident Response Program. Also, in light of increasing workplace violence, the
parties have implemented a comprehensive Workplace Violence Prevention Program.
Through joint Workplace Violence Prevent'ion Local Response Teams (LRT) at every
location, whose activities shall be governed by the mutually agreed upon NTC LRT Policy
and Procedural Guidelines, designated representatives of union and management have the
opportunity to work cooperatively toward preventing troubling situations from worsening,
while maintaining the integrity of their respective roles. The parties agree that the best way
to prevent threats and potential violence from becoming a reality is by treating all employees
with respect and through early identification, intervention, and referral of employees who
may be having such problems, to their EAP Representatives. The parties also agree to
( continue updating the Workplace Violence Prevention procedures, including NTC Local
Response Team Policy and Procedural Guidelines, and providing awareness, education and
training on procedures for Local Response Team members through the UAW-Chrysler
National Training Center.

The Joint Activities Board (JAB) will continue to fund the development, central
administration and arrangement of necessary services regarding delivery of the Employee
Assistance Program. The NTC will continue to assist locations in implementing the Program.
In that context, the NTC will provide training or instructions deemed necessary to qualify
Employee Assistance Program representatives to satisfactorily perform their duties; and, will
arrange for necessary promotional, professional referral and other support services from
appropriate national and local company or external resources. Also, the NTC will continue
its support of alternative counseling techniques, such as a Chaplaincy Program, in support
of local EAP programs and EAP representatives. Recommendations in this area will be
presented to the Joint Activities Board as appropriate. The Rarti,esalso recognize the
imRortance of promoting the SURROrtand guidance which the EAP Representatives Rrovide
to emRIOY,ees,thus each facility will r:;irovidea bulletin board for use bY.the EAP
Representative.

The JAB will continue to direct and guide the development, administration, and delivery
at the national level. The Board will continue to be comprised of equal numbers of
representatives of the UAW and the FCA US LLC appointed respectively by the UAW Vice
President and Director of the National Chrysler Department and the Company's Vice
President, Employee Relations. The EAP process will function under the umbrella of the
Local World Class Partnership Council (LWCPC) and under the joint guidance of the
L Plant/PDC Manager or Human Resources Manager, and the local union President. All
program activities will be governed by the requirements outlined in the EAP Policy and
T>lo{ 2.e.(2-3 f)l~H
<f~ DJJ
 Procedural Guidelines. The PlanUPDC Manager, or Human Resources Manager and the
local union President will meet monthly with the EAP representatives to coordinate all EAP
Program activities, including promotion of the program to employees, the training of
supervisors and union representatives, at their locations, and continuous improvement of
the Program, consistent with the provisions of this letter and the guidelines established by
the JAB. The EAP representatives will also participate in, and report data reflecting their
activities, in a manner not to violate confidentiality, at meetings of the Local World Class
Partnership Council, (LWCPC).

Early identification and assessment of employees needing assistance is a key element

of the Program and increases the possibility of a successful outcome. Also, follow-up by
EAP representatives, and on-going support through on-site support groups and family
awareness is critical to maintaining healthy lifestyles. The parties further recognize that
while it is the responsibility of management to maintain discipline and to invoke disciplinary
measures where and when appropriate, both local management and union representatives
at all levels have the responsibility to exercise their best efforts toward the objective of early
identification of employees whose behavioral problems may be linked to medical and/or
personal causes and to strongly encourage them to seek assistance. To facilitate their
critical roles in the intervention process, participation in EAP education and training by
supervisors and chief stewards is essential, and valuable for other local union and
management leadership. This education and training will be provided in a variety of formats.
In addition, educational materials and information on resources available through EAP, such
as a newsletter and a telephone access EAP Resource and Referral Service will be made
available by the NTC to employees and their families as a means to further support early
intervention.

The parties recognize the value of providing social support to employees making
( positive lifestyle changes, and where the local parties agree, on-site, employee-conducted
support group meetings will be permitted for employees, on their own time. EAP
representatives, with the assistance of the LWCPC, will be responsible for arrangements.

Further, it is recognized that a perceived stigma may be attached to involvement with

EAP. Therefore, joint local EAP teams, along with the LWCPC, will work to generate a
climate which reduces the effects of social stigma associated with mental disorders,
alcoholism, drug dependency and other personal problems that act as a barrier to
employees receiving needed help to resolve personal problems. To this end, consideration
will be given to the location of the EAP's office in the plant ensuring the greatest privacy and
confidentiality.

The parties agree to continue improving the quality and performance of the EAP
Program and EAP representatives' services. Therefore, the NTC will benchmark other
programs and develop National UAW-Chrysler EAP Program standards based on: the most
successful practices, standards developed by other joint programs and professional
organizations, and input from EAP representatives. The NTC will provide training on the
implementation of these standards and assist with the resolution of any implementation
problems.

Also, newly appointed EAP representatives will receive a thorough orientation on the
background, history, development and focus of EAP Program standards, as well as methods
for coordinating a local EAP Program. To ensure that newly-appointed EAP representatives
become proficient in EAP core technology, and are able to provide a professional level of
service, they will be required to meet all NTC approved EAP requirements for certification,
l. within three (3) years of their appointment. Newly-selected EAP representatives must
possess the skills necessary to take and pass such a certification examination. Failure to
'(?,to/20/n, M
 achieve such a credential within the allotted time period could result in the representative
being removed from the Employee Assistance representative position by the UAW Chrysler
Department. Newly appointed representatives will, where feasible, be selected two weeks
prior to the departure of the preceding representative, for purposes of training and a smooth
transition of responsibilities.

Confidentiality is a critical element in the success of an EAP Program. To preserve the

integrity of the Program and employee trust, EAP representatives will adhere to professional
standards of confidentiality, except where limited by federal, state, local or FCA US LLC
rules and regulations regarding confidentiality, disclosure of client information, or threats.
These limits will be explained to employees. Because violations of confidentiality may
destroy a program at the local level, and embarrass and offend employees who have placed
their trust in the EAP, proven violations of confidentiality by EAP representatives, either by
omission or commission, will be taken seriously. If it is alleged that a violation has occurred,
a joint investigation will be conducted, and appropriate action taken, up to and including
termination of their appointment.

To ensure that employees receive effective alcohol, substance abuse and mental
health care, The NTC will work jointly with the Health Care Benefit Joint Insurance
Committee to research the most beneficial treatment practices.

It is understood that nothing contained herein or in the existing or future statements

concerning the Employee Assistance Program or steps taken to implement its programs and
related services shall be construed or interpreted as constituting a waiver of either the
Company's or the Union's rights or responsibilities under the Collective Bargaining
Agreement, nor is the Program intended in any way to create for any employee any
enforceable obligation against the Company, the Union, or their representatives.
(
In addition, it is the parties' intent that any programs, approaches or related services to
be provided under the Employee Assistance Program are not to be construed as benefits or
insurance programs.

Finally, the Grievance Procedure set forth in the Collective Bargaining Agreement shall
have no application to, or jurisdiction over, any matters related to the Program.

Very truly yours,

FCAUS LLC
By Glenf'l-6ha1;JeA6
Chrisl0P-hec..F~

Accepted and Approved:

INTERNATIONAL UNION, UAW

By Nor.vooeJH. Jewell Rich Boy~...[

pw! >=(n "ftlj)H

L
1tJ o.d
 E/O&C

Employee Assistance Program Representative

9elebeF 22, 2916 SeP,temberxx, 2023

O&C&E
(74) Employee Assistance Program Representative

International Union, UAW

Attention: Mf:-Neruoea H. Jei.•,eHMr, Rich Boyer

Dear Stfs-Mr, Rich BOY.er:

(
For each FCA US LLC plant, including Chrysler Center and Chelsea Proving Grounds,
the Director of the GM-ysfefStellantisDepartment of the International Union, UAW may
appoint an Employee Assistance Program (EAP) Representative from among those
employees who have seniority under the National Production and Maintenance, Office and
Clerical, Engineering or Parts Depot Agreements and who at the time of the appointment
are at work in the plant in which t:le theY.is are Jo function. In addition, the Vice President
and Director of the Ghl)·slerStellantis-UAW Department may appoint. in each facility, an
alternate EAP Representative to perform the duties of the EAP Representative in their
absence. For Parts Distribution Centers, the EAP Representative and the alternate shall not
be out of the plant and off the floor at the same time. The Director of the Union's
Chrysler Stellantis Department will advise Corporate Employee Relations in writing of the
names of the appointees and the plant to which each is assigned. No EAP Representative
shall function as such until the Company is so advised. The EAP Representative shall serve
an indefinite term and shall be replaced only with the concurrence of the Joint Activities
Board.

The maximum number of hours per week in which the EAP Representative of each
plant will be allowed to perform hts ~functions shall be determined on the basis of the
number of UAW-represented employees in his plant in accordance with the following
schedule:

Hours Off Job

Number of Emp.JQY,ees Per Week
600 or more 40
L 250 to 599
Less than 250
8
4
10/30/23 \\J\~
(V\I)\-t ~. \0 (1:{)I·11
V ~ Jt~ J) ru I JotJ-3
( Furthermore, both Qarties agreed that manufacturing_Qlants with 2,500 emQloyees or
more may...,gP.P.Oint
an additional EAP ReP.resentative. Consistent with the above languam~
this ai:m.Q.intmenlwillbe m?ide_qy~ Vice-President and Directoc_of
the Stellantis DeQartment of the !International Union from among those emQloyees who have
seniority under theNational Production and Maintenance, Office &
Clerical, Engineering or Parts DeP.otAgreements and who at the time of the ar.u:2ointment
are at work in the P.lantin which theY,are to function, This individual will have 40 hours Qer
week maximum off the job.

The Joint Activities Board will review the allocations of hours as set forth in the table
above six (6) months from the effective date of the National Production and Maintenance
Agreement and will make whatever adjustment in hours that is necessary.

1. The duties of the EAP Representative, working with a designated Management

representative, are to:

- assist in the identification, education, referral and follow-up of employees with

problems which adversely affect job performance and/or attendance relating to alcohol and
drug dependencies, emotional disorders or personal problems while assuring requisite
confidentiality standards are observed;

- act as liaison with appropriate members of line supervision, labor relations, plant
medical, other Union representatives, and with the mental health/substance abuse
managed care program;

( - assist in evaluating the effectiveness of various programs, plans and services;

- participate in formal employee assistance training/ instruction programs and review

and make recommendations to the Management representative concerning program
content;

- assist in coordinating and implementing various local program applications and

related services available under the Employee Assistance Program.

2. The UAW/Chrysler National Training Center will provide training or instruction

deemed necessary to qualify the EAP Representatives and alternate EAP ReQresentaJLv~
to satisfactorily perform their duties relating to the Employee Assistance Program.

3. EAP Representatives shall be subject to the following:

(a) It is understood that the EAP Representative for each plant who does not qualify
under the schedule herein to perform mstheir functions forty (40) hours per week, has a
regular job to perform and that l=te-they_willadvise l=tts-theirSupervisor on each occasion
when it is necessary for fttffl-t.!:~m_toleave msheir regular job in order to function as an
EAP Representative.

(b) It is understood that the EAP Representative will be paid only for such time spent
in performing AtS-theirfunctions as occurs during the time when Re they_i-sare otherwise
scheduled to work.

(c) When the EAP Representative is permitted less than forty (40) hours a week
L away from work, the designation of such time shalt be made by mutual agreement between
,ii\~\
\!JI'1J;(-1
-!J

~'EA I 0 )30/-Y3
 the Labor Relations Supervisor or fttS their designated representative and the EAP
( Representative.

(d) The EAP Representative will not be scheduled for Saturday, Sunday, holiday or
daily overtime work except as a regular employee in hls their department and when so
scheduled shall not perform hls their function as an EAP Representative.

(e) The privilege of the EAP Representative to perform fttS their duties during regular
working hours without loss of pay is subject to the conditions (i) that hours off the regular job
are to be pre-planned and mutually agreed upon with the Labor Relations Supervisor or
hls their designated representative, (ii) that the time be devoted to the prompt handling of
matters which are proper pursuant to the terms of the Employee Assistance Program and
the privilege shall not be abused, (iii) that if it is necessary for an EAP Representative to
speak to an employee, prior arrangements will be made with the employee's Supervisor to
do so, and (iv) that the EAP Representative will do the work to which
!=tethey_is-are assigned at all times except when it is necessary to leave mstheir work to
handte fiis their duties as the EAP Representative.

(f) The EAP Representative shall be assigned to the first shift_,_end shall be s1:1bjeclto
the pre'IJisionsof 8e~ioA (19) of ~i:ieBy_mutu..ziLagreementwith the Labor Relations
SuP.ervisoror his/her designated reoresentative, the EAP Representative maY.
adjust their starting Ume to b:eavailable to P.edormhis/her duties on the second or third shift,
in which caseSections (69) and (70) of the Office & Clerical, Engineering or Parts
DeP.otAgreement shall not be aP.p.lli;ableto them,

(g) Each plant will make available to the EAP Representative an office and related
( equipment which allows for the conduct of confidential matters relating to the Program.

The parties agree to encourage all EAP Representatives to participate in appropriate

Training and Skill Development activities leading to certification.

Very truly yours,

FCAUS LLC
By GleAl'I She!::)Cl''l8 ChristOP.her
Ftelds

Accepted and Approved:

INTERNATIONAL UNION, UAW

By Nor#oo~ H. Jevrell RichBoy.er

7 \-;\~'-'\
\Ollj)(1 'l
 A
E/O&C

Joint Activities Representative

October 22, 2015 September X.>,S,

2023
O&C&E
(93) Joint Activities Representative

International Union, UAW

Attention: Mr.-Nel'WOOd
H. Jewell Rich Boyer

Dear Sirs:
( During the recent negotiations, the Union expressed concern with respect to having its
members at certain locations serviced by a Joint Activities Representative in matters
pertaining to Joint Training, and other Joint Activities.

Accordingly, it is agreed that, subject to the conditions set forth, the International Union,
UAW may:

A. Appoint one (1) Salariee Joint Activities Representative, who shall be a regular
salaried employee on the active roll having seniority and in a unit represented by Local No.
412, and one ( 1) Salaried Jojnt Activities Representative who shall be a regular employee
on the active roll having seniority and working in a unit represented by Local No. 889. In
addition to the aforementioned responsibilities, the Local No. 889 Salaried Joint Activities
Representative shall also have responsibilities in health and safety matters under the MOU
on Health and Safety.

B. Appoint one (1) Part-Time Salaried Joint Activities Representative, who shall be a
regular salaried employee on the active roll having seniority and working in the Local 212
Engineering Unit. The Joint Activities Representative of the Local 212 Engineering Unit shall
be allowed up to a maximum of sixteen (16) hours per week without loss of pay for time
spent handling Joint Activities matters.

Such aforementioned agreement is subject to the following conditions:

(i) If the Joint Activities Representative wishes to leave his work to handle one of the
aforestated matters for an employee at his plant, he shall so advise his supervisor and
L report to his supervisor when he has disposed of the matter. Before talking to the employee,
the Joint Activities Representative shall also make prior arrangements with the employee's I{
supervisor to do so. JJ{· 1 (i J,
~ 'f(r/-.J :J!3)/,yl CJ0') l-\(U\ t\h
 If the Joint Activities Representative has occasion to visit another plant in relation to a
Joint Activities matter, he shall make arrangements in advance with that plant's Labor
Relations Department and identify the specific problem and the area he wishes to visit. After
arrangements are made, he shall notify his supervisor of his destination and time of
departure. Upon arrival at the other plant, he shall contact the Labor Relations Department
which will make arrangements for him to speak to the employee or visit the area involved.
He shall notify the Labor Relations Department of his departure time.

The Joint Activities Representative shall keep a daily log of such visits, noting his
destination and arrival and departure times. Such log will be submitted to his supervisor
each day.

The Joint Activities Representative shall be restricted to non premium hours in handling
such matters and the time spent on them shall be compensated at his regular salary rate.

(ii) The privilege of the Joint Activities Representative to leave his work during regular
working hours without loss of pay is subject to the condition that the time will be devoted to
the prompt handling of Joint Activity matters and will not be abused, and that the Joint
Activities Representative will perform the work to which he is assigned at all times, except
when necessary to leave his work to handle matters as provided herein.

(iii) tf the Company believes that the Joint Activities Representative is abusing any of
the provisions hereof, it may refer the matter to the Joint Activities Board for immediate
resolution of the problem.

The Joint Activities Representative shall perform only the duties as expressly set forth
( above.

The Joint Activities Representative shall not participate in the Grievance Procedure,
and those matters with which such Joint Activities Representative deals shall not be subject
to the Grievance Procedure. Other salaried Union Representatives in the complex, plants or
offices shall not participate in joint activity matters as a Union Representative except as any
of them has been specifically designated pursuant to the terms of a signed document
relating to joint activities. This is not to suggest that such representatives are not or should
not be supporting of such programs.

A Joint Activities Representative shall not function as provided herein unless and until
the International Union (i) sends written notice to the Company of the name of the
employee, his plant, department and social security number and (ii) until the Company
advises the plant of the designation and the effective date thereof.

A Joint Activities Representative shall also cease to function as provided herein upon
receipt of written notice from the International Union to the Company. Such notice shall
include the same identification information as set forth above.

The Company further agrees it will, insofar as is reasonably practicable, cooperate with
such employee in performing his function as a Joint Activities Representative.

Very truly yours,

FCAUS LLC JJf 9/b()-3
By Glenn Shogcno ChristoRher Fields
Vr\ u, I l, I
L Accepted and Approved:
f._J\

INTERNATIONAL UNION, UAW

By Nerv.'OoclH. Jewell Rich Boyer
~ 1(if -i :i /J?JJI-/
-t,AJ n.d
r
E/O & C

Cooling Off Period

No·tember 19, 1990 SeRtember xx, 2023

O&C&E
(100) Cooling Off Period
International Union, UAW

Attention: Stttt=t-M~ Mr.Rich Boyer

Dear StfS Mr. Rich Boyer:

( During the course of the current negotiations, the Union expressed concern that
some disciplinary interviews escalated into confrontation because tempers flared. The Union
suggested that in these situations a "cooling off' period would be beneficial to all concerned.

The Corporation and the International Union agreed that contemplated discipline
should be discussed in a calm manner allowing for an objective evaluation of the facts. In
those situations where emotions preclude this from happening, the parties agreed that as a
matter of practice and when possible such discussions should be postponed until such time
that, in the opinion of Management, a constructive exchange of information could occur.

Notwithstanding the foregoing, the parties recognized that certain actions such as
assault, or other serious acts of misconduct, would render the "cooling off' period totally
inappropriate.

Additionally, it was mutually recognized that providing or not providing a "cooling off"
period will be without prejudice to either party in the application of any terms of the National
Agreement and will not be cited or relied upon by an employee, the Union, or Management
as a basis for any claim.

Very truly yours,

CHRYSLER CORPORATION ECA USLCC
By A. P. St. Johfl ChristoQher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

L By Stan Marshall Rich 6.Qy_fil

(?;i
TS 1(1~ (YU)ij-
~ on
 E/ 0 & C

Pre-Retirement Leaves

O&C&E
( 108) Pre-Retirement Leaves

International Union, UAW

Attention: Mrs. Gynlhia E:slffid-a tv1r.Rich Boy_er

( The parties addressed the desirability, where practicable, of having a mechanism to

help reduce the number of indefinitely laid-off employees in those situations where the
sudden creation of a large number of indefinitely laid off employees make it impractical to
find placement opportunities for those employees. The Company is concerned about large
numbers of employees who could return to a plant that had no available work for them. The
Union. on the other hand, expressed an interest in longer seniority employees being able to
take advantage of a program which would permit them to take a layoff and grow into
retirement, while providing placement opportunities for other indefinetly laid-off employees.

A mutually acceptable program has been developed which permits the utilization of
voluntary pre-retirement leaves. The parties agreed that in certain circumstances, by
mutual agreement, they may agree to a program to place the employee(s) in a Special
Program under Attachment A of M-10. Such program would pay the employee(s) at 85
percent (85%) of the employee's base salary to grow into retirement. Such requests must
be approved by the National Job Security, Operational Effectiveness and Sourcing
Committee (NJSOES).

This Letter describes the program guidelines and criteria which will be considered in
evaluating program requests.

Program Guidelines - An Employee Sent Home to Grow into Retirement

When approved, the program will be available to an indefinitely laid-

off employee or to an employee who may be replaced by an indefinitely laid-
off employee. This program will not be made available to employees currently eligible to
L ~
73 f/i,f ,fVll)}+
1Jl
 retire under the provisions of the ~ 2023 FCA US LLC-UAW Pension Plan or any other
applicable pension plan.
(
The number of employees to whom the program will be made available will
be determined on a case-by-case basis, as approved by the National Job Security,
Operational Effectiveness and Sourcing Committee, recognizing the necessity of
maintaining employment levels that effectively fulfill the current and future manpower needs
of the location.

It is understood that no promotions will arise solely as a result of the implementation

of this program.

An employee sent home pursuant to this provision will be compensated at 85

percent (85%) of straight-time pay (the employee's base salary in effect at the time of
computation).

An employee sent home pursuant to this provision under the E,

O&C Agreements will be considered to be on Pre-Retirement Leave Status and will receive
the same pay and benefits as though the employee was actively at work, except that
pertinent pay practices such as holiday pay will be compensated at the 85 percent
(85%) rate.

The period an employee may be sent home to grow into retirement in

accordance with these provisions will be limited to a maximum of twenty-four
(24) consecutive months.

Employees' Corporate Service Dates will be utilized as the tie-breaker in the

( event there are more applicants than approved for the program.

To be eligible for this program, an employee must agree to retire effective the
first day of the month following the month the employee first becomes eligible for any type
of voluntary retirement. If an emRloyee would also achieve 30 years of QensIon credited
service within the twenty-four (24) month Renod. the emP.loyeemay remain on the Pre-
Retirement Leave until the 30 years of pension credited service eligibility.,_
This program is
not available to an employee who is already eligible for retirement. Such acceptance to the
program by the employee will be irrevocable.

Life Insurance Benefits will be determined according to Exhibit B Article II,

Section 1 as though the employee was actively at work immediately preceding the date of
death.

An employee sent home to grow into retirement under this program will not
be eligible for a Voluntary Termination of Employment Program.

Criteria to be Considered for the Program

The creation of a large number of Employees on indefinite layoff, making it

impractical to find placement opportunities for such employees.

The National Job Security, Operational Effectiveness and Sourcing Committee will
jointly determine authorization to implement this program for a location that meets the

L following criteria:
7s ?/1,h.:1 1\

~~[)(J
 Number of Employees on Indefinite Layoff
Size of the active workforce
Historical attrition rate
Expectation of new work
Future expectations regarding Indefinitely Laid-off employees
Anticipated volume increases
Anticipated training needs

Process

The National Job Security, Operational Effectiveness and Sourcing Committee will
determine those employees to be eligible for the programs based on the location's current
and future manpower, skills and training needs.

Eligible employees must complete the Pre-Retirement Leave application form. In the
case of an employee being sent home to grow into retirement, a retirement application form
and all related paperwork must be completed.

If these eligibility requirements are deemed to be in conflict with provisions of any

law, as a result of subsequent regulations, legislation of similar developments, or for any
reason cannot be applied in their current form during the term of the Agreement. then Pre-
Retirement Leaves shall be limited to employees who would be eligible for early retirement
based on attaining thirty (30) years of pension credited service within twenty-four (24)
months of participating in a Pre-Retirement Leave.

Very truly yours,

( FCAUS LLC

Accepted and Approved:

INTERNATIONAL UNION, UAW

By ~ie-&\f-eee Rich Boyer

L
 A
E/O&C

Product Purchase Programs

( 115) Product Purchase Programs

International Union, UAW

Attention: ~efte.16Mr. Rich Boyer

Dear StffiRich Boyer:

This will confirm that during these negotiations the Company advised the Union that
it will continue the Mopar Parts Purchase Program for eligible employees and retirees
offering convenience and continued favorable pricing. The Program provides a 25%
( discount off the dealer list price on Mopar Genuine Parts, remanufactured parts,
performance parts and accessories. Exclusions apply to Wearable items, Tires. and other
select specialty parts. The employee-retiree can order replacement parts by calling the
program hot line (800.862.MOPAR855-4 76-6727) and receive a discount code or by using
the internet site (httRs;//www.moparreQ.com/ernployeeme~ml) where a discount code will be
provided electronically. It is understood by the parties that this program is intended only for
eligible employees-retirees.

In addition, employees-retirees who purchase and / or lease a Company vehicle

under the terms and conditions of the Employee-Retiree New Vehicle Purchase / Lease
Programs are eligible to receive 25% off the list price (MSRP) on Chrysler Service
Contracts. A toll free number (800.521.9922) and website
(www.servieeeentrse~S";ehF)'5ler.eommoJ:larvehic1eP.rotection.com) will continue to be made
available to our employees for further program information. It is understood by the parties
that this program is intended for eligible employee-retirees and family members. It is
understood and agreed that the Company may at any time modify, change or discontinue
• the Program and it shall' have no obligation t6 bargain concerning its decision to do so. The
Union will be advised in advance of any such action. It is further agreed that the institution of
these Programs shall not constitute a precedent for future negotiations on this subject.

Very truly yours,

CHRYSLER GROUP LLGFCAUS LLC
By A. A. IoeobelliChristor2her Fields

Accepted and Approved:

L INTERNATIONAL UNION, UAW

By Geflem~ 1leliefieldRich Boy,er

~ r"I ~o/t.:t {Y)l)H-Vlf

r
E/O&C

Resident/Quality Engineers

Oeteher 22, 2016 SeRtember xx.~

(116) Resident/Quality Engineers

International Union, UAW

Attention: Mr. No,wood H. dewe,1Rich BoY,er

(
Dear Sirs:

During the recent negotiations, the Union raised the subject of Resident/Quality
Engineers in the plants performing work which they claim has historically been Salaried
Bargaining Unit work.

The Company explained that in order to improve quality in support of our Corporate goal
to be world class, the Resident Engineer Program was implemented in 1994 with
assurances to the International Union, UAW-~ SlellantisDepartment that it is not the
intent of the Company to assign resident engineers to perform work historically performed
by salary bargaining unit engineers.

The function of the Vehicle Engineering ResidenVQuality Engineer is to reduce the time
between identification of product related issues in the manufacturing process and corrective
actions in the plant, since product design changes are the responsibility of Vehicle
Engineering. The Resident/Quality Engineer will work with Vehicle Engineering to pursue
design changes, and any resulting manufacturing and assembly process changes will be
implemented by the plant Bargaining Unit engineers. In addition, the Resident/Quality
Engineers will continue to use Corporate quality indicators (internal and external) to
prioritize issues relating to product design.

It is not intended that Resident/Quality Engineers displace Bargaining Unit engineers or

perform work that is normally performed by Bargaining Unit engineers. The Resident/Quality
Engineer functions as a team leader/facilitator coordinating the activities of the other
members of the team(s). The team(s) will generally include Bargaining Unit engineers from
the appropriate disciplines, i.e. tool process, quality and facility (plant), as well as hourly
employees, and Non-Bargaining Unit employees in quality improvement initiatives.
I> 9(J7/-z-y jJF ~ ,~/2 3
Ht<-
Y\ q , ,.,i ) :'
..... .A
r When it is necessary for the Resident/Quality Engineer to perform functions on the plant
floor relating to implementation of design changes that affect the manufacturing and
assembly process, the Resident/Quality Engineer will liaison with appropriate Union
employees.

Resident/Quality Engineering will implement procedures, which could include daily

huddles, weekly touchRoints, etc. ,_to ensure a constant flow of communication with the
Bargaining Unit Engineers.

In order to eliminate potential disputes and misunderstandings, when a new

Resident/Quality Engineer is assigned to a company facility, the Chairperson of the
Engineering Unit at that location will be advised of the assignment.

The Company acknowledged that there have been instances where the Resident/Quality
Engineers have infringed on Bargaining Unit work in the course of reaching their goal. In an
effort to resolve this issue, a letter from the Executive Vice President of Manufacturing and
Executive Vice President of Vehicle Engineering will be sent to instructing them as to the
contents of the document and holding them responsible for insuring adherence to the
commitments made during these negotiations.

~iA sixty (60) eoys of ratification ef lhe 2016 Nalional 0,G & E Agreemenl o
FOOAdlable meet-ing betwecfl O'le Vice PfesideAt aAd Dtr~or of tl'le U~N
6hrysler Department, t:he appro1tifflO~eFAefflbcrs of the Vice President's staff end the Vice
Pres-ieeAtof EFHployeeRelations for the GompaAy,-includiRg ~he E*eeuli¥e Vice Presidenls
( af-Ma~etur-ing 10 de•,elop OA instrument to=dis~Fibuteto ~he plaAt ffianager, the salaFied
bergainiA§ 4:IAiteA~iACersaAd-oll of tie salaried employees at each rcs~tw&FGA US LLG
rnaAufaeturing site deseribiR~ tt.e .ffllaHeASttip between Residenh'Qualily Engineers eme
~~

In the event it is alleged that a facility is not complying with the provisions of this letter,
and such issue cannot be resolved locally, the issue shall be elevated to the National
Parties, up to and including the Vice President of Employee Relations and the Vice
President of the UAW-GAf'fS"let-Stenaat1sDepartment.
, 1-,..
Very truly yours,
FCA US LLC J,)f
By Glenn 6hagena Christoph{lr Fields
1.:q'I\
Accepted and Approved

INTERNATIONAL UNION UAW

RichBoyer
By NelwooEH+....Jeweu

L
 fFC/\
E/0 &C

Appeal Board Rules of Procedure

.(122)Ar;rneal Board Rules of Procedure

International Union, UAW

Attention: ~ Bindy Eslf86e Mr. Rich Bqyer

Dear Mrs. Eslrada:Mr....fu2yfil.

During the-rG+9 2023 Negotiations, the parties reaffirmed their commitment to the
Appeal Board Rules of Procedure. The parties agreed that it is not the intent to use these
( rules as a device to frustrate the arbitration process.

In the event the parties cannot agree to a satisfactory date, either party may request
that the Impartial ChairffleA schedule and participate in a meeting of the Appeal Board to
resolve the matter.

The Qarties discussed ways to streamline and ImQrove the effic1enqyof the Armeal
Board Qrocess. The Qarties agreed based LIP.Ontheir exQerience, that many cases
not be sufficiently comQlex to reguire a hearing before
submitted to the Armeal 8_oard...!Il.s.lY.
~partial Chair. In order that such cases may be resolved as exQed1tiouslyas_Qossble.
the par~agree_to the following:

"fl=te-a~fCcdupon prneedures-a,.-eas f~Hews:

1. As-1::tSedhereiA-;-lfte~em, Definitions:
A. "Parties" means both the Company Appeal Board Representatives and the Union
Appeal Board Representatives.
B. ''Party" means the Company Appeal Board Representatives or the Union Appeal
Board Representatives.
C. "Chairman" means the Impartial Chairffteft of the Appeal Board.
D. • Impartial Chair Hearing" means a_full meeting of the Appeal Board at which the
Impartial Chairffteft participates aod at which the Qarties wesent evidence, w·tnesses.
and may_file post-hearing statements in support of their respective posirons.,_
E. "Regular Meeting" is defined in Section 2 below.
2. Regular Meeting_
The Qarties shall schedule a Regular Meeting of the AQpeal Board over two
(Z) consecutive days on a bi-monthly basls. Additional days may be added by_ggreement of
l the parties. At least seven (Z.) day~prior to the Regular Meeting. the Qarties will excbang§.
1Hlt~h7 i\J~ . ).1F 7f,j<_
~ i)fl Qlf3) \\.t\l)J. 'I (7,\{ 1,3
 UlliiLRosftions. documents.and_filly otber relevantevjdence OI information that wrll,,aidthem
in discussing and resolving_Qendingrnatters at the Regular Meeting. If necessary, any of
the p..filiigpants involved in the Regular Meeting may attend the meetjog remolely....Jf__g_
Rart1cigant needs to attend rEmotely.-1ruLparty_Y:tJ!..._1:2,royidethree (J.) days' notice of the
remote Qarticipation.
During the f rst day of the Regular Meeting, the Rarties shall meet without the
lmRartial Chair, and ,s,haUattemP.tto resolve~s many scheduled cases as Rossible. If after
the first day, there are any remaining cases that the~p_artIeshave been.unable to resolve.
they maY.either: (;a)~ the lmRartial Chair to mediate the case on the secorld day in an
attemP.l to resoJv:ewithout an Impartial Chair hearing (11) schedule the matter for an
lmP.artial Chair ~fill.Og befor!"i the Impartial Cbair;....QL(~)....QY.
mutuaLogreement,_!1old~
matter over for fur1herdiscussron at the A~mealBoard level.
Where cases are scheduled.for an Impartial Chajr Hearing_pursuant to section (Q)..Qf
the Regular Meeting above, the Rrocedures set forth in the remainder of this Letter shall
iaPRlY~
~3. Locality
Hearings on cases shall be held at the plant or location from which the case arose.
However, this does not preclude the parties from holding a hearing or hearings at other
locations where, in appropriate cases, and for reasons of convenience and economy, it may
be desirable to hold a hearing at another location. EQLJ.easo11sof convenience a od
economy,....Qy:mutual irnreement, the R.filtle.s..!I@Y. also utilize vjQeo~onferencing_JQ_hold
~gs and/or Rresent w tne~.
3-:1. Notice of Hearing
A. A party desiring to present a case to the Chairffi&A shall give such advance
notice thereof to the other party as will afford adequate time for preparation.
B. Final Appeal Board Hearing - the parties ensure full and complete exchange
of positions, arguments, evidence and possible witness lists. This meeting should
occur at least ten (10) business days prior to the established lmp.13.rJ@l C.ll.ai.!
( Hearing arbi~rehOA-ee¼e.
C. Final Discovery Meeting - the Company and Union Appeal Board
Representatives may disclose additional relevant material not previously available.
This meeting must occur at least three (3) business days prior to the
established Impartial Chair rleanng efbHfeHoR date. Parties shall identify joint
exhibits. stipulations and exchange any updated witness lists.
+.5, Date and Time of Hearing
The parties shall agree on the date and time of hearings with the concurrence of the
Chairffleft. Hearings wil)__b.fi. _§Ch,eduled on or around lhe dates established for th~
Rart1es·Regular Meetings or on any other dates ag~9 to by the P-artIesand that aUgn with
the Imp..fil1:.al.C.b
air's ~y"'
5.§., Stenographic Record
Either party may take a stenographic record at a hearing. The party desiring such a
record shall pay the full cost thereof and shall provide the other party and the Chairffiefl with
a copy of such record.
6-:-L.. Attendance at a Hearing
Only persons having a direct interest in a hearing shall be entitled to attend a
hearing. Such persons include official representatives of the Union and the Company and
their observers. In the interest of the orderly and expeditious presentation of cases, only the
parties, their witnesses and the Chairffi€tft, shall participate in the hearing. The
Chairftfflft shall have the power to require the retirement from the hearing of any witness
during the testimony of any other witness. Each party will endeavor to make arrangements
to facilitate the attendance of a person or persons at the hearing. The parties mi;!y mutualJy_
ggre,e to utilize videoconference Lechnology-12.Jacilitate the attendance of a person or
P.erso..nsat the heariog._lf such attendance will interfere with the efficient and orderly
L operation of a department, office or plant in which such person or persons work, the
hearings shall be postponed, recessed or adjourned so as to avoid such effect.
13>
,fi.s-h...J~~ -.,(
- ·/
1 7 )1
! .,
~->
,p;; ,);, (l lf.q ) \Uu oi I ii h~
 The parties will continue the practice of the Company not presenting bargaining unit
employees and the Union not presenting management employees to testify in support of
their respective positions before the Chairmeft. However, the Chairfflefl may,
at AtS their discretion, call as a witness any employee who is able to testify to relevant facts
that materially affects issues in the case submitted to J::ttm them.
-7--:8. Recess or Adjournment
The Chairmeft may recess or adjourn any hearing upon the request of either party
upon a showing of reasonable cause, and shall recess or adjourn the hearing when the
parties agree thereto.
&-ft, Order of proceedings
A. At each hearing the Chairffief1shall keep a record identifying all witnesses.
B. Exhibits when offered in evidence by either party shall be received in
evidence by the Chairman. Copies of such exhibits shall be furnished to the other
party wher-e·,1or feasible.
C. At the beginning of the hearing, the Chairm-afl may, in f:tts their discretion, ask
each party for a statement clarifying the issue or issues involved in the grievance. Such
statements shall be made for informational purposes only and shall not be taken to limit or
expand the issue contained in the grievance.
D. The party initiating the hearing shall present its claims, proofs, and witnesses,
who shalt be subject to questions or other examinations.
E. The answering party shall then present its claims, proofs, and witnesses,
who shall be subject to questions or other examinations.
F. The Chairmaft may, in-fltS therr discretion, vary the procedure described in (d)
and (e) above but shall afford full and equal opportunity to each party for the presentation of
its case.
G. In cases of suspension, disciplinary layoff or discharge, the Company shall
present its case first.
9-;.1.Q. Absence of Party
( No hearing shall be held in the absence of either party.
4-BclL Evidence
The parties may offer such evidence as they desire and shall produce such
additional evidence as the Chairme-,;. may deem necessary to an understanding and
determination of the case. However, if a party offers evidence which has not been disclosed
at prior Appeal Board discussions of the case, the other party shall be afforded a reasonable
opportunity to examine, investigate, and counter such new evidence. When new evidence is
introduced, which in the Chairf'l'Taft's judgment materially affects the matter at
issues l=tetheY.may refer the case back to the Appeal Board for further consideration by the
parties. The Chairmefl shall judge the acceptability, competency, materiality and relevance
of the evidence and conformity to legal rules of evidence shall not be necessary.
44.J.2..Statements
The parties recognize that direct testimony is a desirable means of presenting
evidence as to the facts which are in dispute and/or where credibility is an issue. The parties
may offer in evidence, affidavits or written statements of witnesses. The Chair~ shall give
such affidavits or statements such weight as he deems they are entitled to after due
consideration of any comment, question, or objection made to their admission.
4-2-:11.Post-Hearing Statement
The parties agree that the general use of post-hearing statements is not desirable.
Circumstances can and do arise in which such statements are necessary. Either party shall
have the right to file a post-hearing statement provided notice of intent to do so is given
during the hearing. Any such post-hearing statement shall be submitted within a time limit to
be set by the Chairffl€1ftin each case and copies of such statements shall be given to the
other party, who shall, within a time limit to be set by the Chairffl&f¼in each case, have the
right to submit comments on the post-hearing statement. A copy of the comments shall be
L given to the party filing the post-hearing statement, it will promptly so notify the
Chairfffl:tft and the other party. ln the event the Chairffittft requests the parties or either of
(?:.'f ( t.r(t) IY\D~ ,/~ F ctfa,)'0
tjt,/ rP Q')'Ul IV\\;- C\h,1/'J,:
 them to submit additional information, evidence or exhibits by way of a post hearing
statement, such requests, where practical, shalt be made in writing and such statements

r shall be confined to the matter or matters requested by the Chair~.

+3·:-1.~.Jnspection
The Chairm-aA may, on Rffi lbejr own motion, or that of either party, make an
inspection in connection with the subject matter of the dispute after notice to the parties who
may, if they so desire, be present at such inspection. Where such inspection involves entry
into Company plants or premises, arrangements to do so shall be made by and with the
Corporate Appeal Board Representatives after consultation with the Chairfftt:!fl and the
Union Appeal Board Representatives.
44-:1.5...Opening of Hearing
A Hearing may be reopened by the Chairffteft on RtStheir own motion or upon the
motion of either party upon a showing of good and sufficient cause at any time before the
award is made.
The Award
4-§.:J.Q.__
A. The Chairffl&A shalt make his decision and award within (30) days of the
close of the hearing, or the date of receipt by the Chairffiaft of the post-hearing statements,
whichever is later, unless said time is extended by agreement between the parties. The
award shalt be in writing and shalt be signed by the Chairffiaft.
B. If the Chairfflaft resigns, dies, or is otheiwise disabled or disqualified from
performing RtStheir duties or if RtStheir services are terminated by either party after a case
has been presented to them !=ttm, but before '1,e _Jhe lmRart al Chair has
rendered their ~ decision and award, the case shall be referred back to the parties who
shall discuss mutually satisfactory solution for the determination of the case.
C. Delivery of the award shall be made by mailing three copies of the award to
each party to the addresses of each party as set forth in the Company-Union Agreement or
to such other addresses as the parties or either of them shall furnish the Chairffi6ft--in
writing, or by emailing the Rarties a COP.Y._Q.f.J.tlf!
Award..
( D. The parties shall agree upon any commercial or other public publication of
the decision and award of the Chairmoo.
*.1L Fees and Expenses
A. Each party shall be responsible for the cost, expenses or lost wages of
witnesses, representatives or other persons called to the hearing at its own request.
B. All reasonable and necessary expenses of the Chairffiafl including required
traveling and other reasonable and necessary expenses incurred by the Chain=RaAin
connection with the hearing, and the expenses of any expert witness produced at the direct
request of the Chairmoo and the cost of any other proof produced at the direct request of
the Chairmoo shall be borne equally by the parties.
4-7-:18.Interpretation and Application of Rules
A. The Chairf'ftafl shall interpret and apply these rules insofar as they relate
to their A+spowers and duties.
B. The waiver by one party of one or more of the foregoing rules shall not
preclude that party from subsequently exercising its right under the foregoing rules in the
event of a subsequent situation giving rise to the application of the rule or rules.

Very truly yours,

FCAUS LLC
By· GleAn SRagena_Q,ristopher Fiefil

Accepted and Approved:

INTERNATIONAL UNION, UAW

By: GyAH;ia Estrade RichBoyer

L r,-1/tdq ~
<W 0~
 E/O & C

Equal Application Representation

SeptemoeF 27, 1999 SeP.lember xx,~

O&C&E
(124) Equal Application Representation

International Union, UAW

Attention: Mr. Stephen P. Y-eldehMr. Rich Bqyer

Dear 8tfs Mr. Rich Boyer:

( I
For many years the Corporation QQIDP.any_and your Union, in their respective fields,
have been leaders in adopting and effectuating policies against discrimination because of
race, color, religion, age, sex, national origin, status as a qualified person with a disability,
sexual orientation, geoder identity, transgender status.J~rotected veteran status, marital
status,.genetic information, union activity or membersh+f:)iAany other legally pFOleetedclass
e.DYother basis P.rotectedby law. To this end, the parties have expressly incorporated in
their Production and Maintenance Agreement an "Equal Application" provision that both
insures adherence to that principle in all aspects of employment at
B&tffllerGhl)ister 6orporetioA FCA USLLC and provides the contractual Grievance and
Arbitration Procedure for the resolution of alleged violations of that principle.

The parties now recognize the desirability of providing for an equal application
process under the Office and Clerical and Engineering Agreements. As such, the following
will apply:

1. The National Equal Application Committee as authorized under Letter ( 116)

of the Production and Maintenance Agreement shall also represent Office and Clerical and
Engineering Union interests.

2. A local Equal Application Committee representing salaried represented

employees shall be established and operate under the terms of the Production and
Maintenance Agreement, Letter (116), in facilities where currently no hourly Equal
Application Committee has been authorized.

3. In facilities where the Production and Maintenance Agreement currently

provides for an Equal Application Committee, the basic principles of Letter (116) shall

'"J'\~·,
tC\ 1-i~
.A'\st} 10I/ ~(9'3
r CA
E/O&C

Extension of Seniority Recall Rights

December 16, 2019 SeRtember xx, 2023

O&C&E
(136) Extension of Seniority Recall Rights

International Union, UAW

Attention: MFS.Cynthia Eslffi<te Mr. RiebBOYfil

Dear Mrs. Esb'eds.Mr. Boyer:

( This will confirm our understanding that, notwithstanding the provision of Section (42)
(e) of the Office and Clerical and Engineering Agreements, laid off employees who have not
broken their seniority as of December 16, 20m SeRtember xx, 2023 shall retain their
seniority recall rights through the term of the new Agreement.

Very truly yours,

FCAUS LLC
By GleAA Sl'iegeAe Christocher Fields
Accepted and Approved:

INTERNATIONAL UNION, UAW

By Gy-Atms-Estffietl Rich Boyfil

L
 E/O&C

Family and Medical Leave Act of 1993

September 2_:1-xx, 4'999 2.Q.2J

O&C&E
(148) Family and Medical Leave Act of 1993

International Union, UAW

Attention: Mr. GeneralHolicfieldRich Boyer

Dear 8tf5 Mr.Boyer:

(
During these negotiations, the parties discussed the Family and Medical Leave Act
(FMLA) of 1993, as amended. The Company assured the Union that it will comply with the
provisions of lfte FMLA as follows.

Pt1fs1;1.anl
~othe CeFAf)any'spresent"f)IM for eolllphonoe willrtt-\~!'te
Company's rights under the Aet ·+viiibe modified lo:

. Provide that an employee on FMLA Leave will continue to accumulate

seniority in the same manner as the employee also would be eligible under Section (66)(a)
and (78)(a) of the Office, Clerical and Engineering and Production and Maintenance
Collective Bargaining Agreements, respectively, as appropriate;

Pennit buffiot rRequire employees to substitute .use no more tnan 50% of

their annual vacation time end~or c>t:eusedebsenec oUo·Meneefef concurrently with unpaid
FMLA Leave withjn the vacation eligibjJjty_year;

Provide that employees who are married to each other will be each entitled
to a maximum of 12 weeks of qualifying leave under the Act;

Provide that, when a third opinion is necessary under the

medical certification and dispute resolution sections of the FMLA. the neutral provider will be
selected jointly by the Company and the Union from a list, provided by the appropriate local
or state professional medical association, of board-certified specialists in the field of
medicine in which the point of controversy exists;
L Continue Company-paid Group, Life, Accidental Death and Dismemberment,
and Disability Insurance during all FMLA Leaves that are not also Ghr:;sler- Stellaotis•UAW

~oI 'l,~ /<~ ~

{SL
/V\DI+ M~)
I,--,/ L7 /23
 Medical Leaves as if such leaves were Gl'lrysleF-Stellantis~UAWPersonal Leaves of
Absence.

IA add1tioA,the GempaAy'splaA for COA"lpliaA.eC

would:

Net-a6utomatically designate and apply absence time that is compensated

under the Sickness and Accident Insurance provisions of the Life, Disability and Health Care
Benefits Program against an eligible employee's FMLA entitlement and other am2licable
leaves under State and Local law.

Use, iniUolly, o caleAdor year as ll=le12 ffi0At~fet!--ef.--ttie lea¥e entmement

~forexample: in 1993, frnm the effeelive date through December 31, 1993; in 1094, from
tlenuary ~, 1904 thffiugh Deesmber 31, 1994):

Require repayment of the cost of health care coverage provided during the
leave from employees who fail to return from FMLA Leave to the extent permitted by law.

The Company may make changes in its compliance plans to reflect final regulations
and/or subsequent court decisions and the gaining of additional administrative experience
but without reducing leaves provided by the Collective Bargaining Agreement.

Problems related to the implementation of this letter may be discussed by

representatives of the UAW National Chrysler SteJlanHsDepartment, and the Company's
Employee Relations Staff.

Very truly yours,

( 6HRYSLER GROUP LLG FCA US LLC
Cbrjstopher Fields
By A-:-A-:-Jaeobell1

Accepted and Approved:

INTERNATIONAL UNION, UAW

By General Heljefield ~n_Boyer

101~t'j /2)
l\i\DH-

\5 t1
 E/O&C

Payroll Direct Deposit

Odeber 22. 201§ SeRtember XX,.2Q.2~

O&C&E
(149) Payroll Direct Deposit

International Union, UAW

Attention: Mr. ~forwood H. Jewell Mr,RichBoyer

Dear Sirs:

Unless otherwise restricted by applicable state regulations, all payments to employees

will be direct deposited in UR to two (2) accounts to the bank or financial institution lfilll the
( employee designates. Employees who do not provide the necessary information to
implement the direct deposit process will be placed on a pay card system. If restricted by
applicable state regulations, employees not electing direct deposit or pay card will have their
paycheck mailed to their address of record. Pay statements are available for employees to
view/and/or print via the internet and computers. Kiosks are available locally for the purpose
of viewing pay statements. The Company will pursue technical applications whereby
employees may use their personal electronic devices such as cell phones to view and
submit certain Payroll related requests.

Very truly yours.

FCA US LLC
By Gfeftft-S~~ ChrislORhor FjeJ!,;1$

Accepted and Approved:

INTERNATIONAL UNION, UAW

By~ Rich 6gyer

l
 E/O&C

Personal Information Security

December 16, 2019 SeQtember xx, 2023

• (155) Personal Information Security & Employee Privacy

International Union, UAW

Attention: M,s. Gyn~-reee Mr. Rich BoY.er

Dear Mrs. Eslrada Mr. Rich BOY.er:

(
During these National Negotiations the Union raised the subject of personal privacy. The
Company reassured that it places as much importance on the confidentiality of personal data
concerning employees as does the Union. ln this regard, the Company will continue to
protect and respect the confidential nature of all personal information. Both the Company and
the Union agreed that the collection and dissemination of all such data must be related to the
legitimate needs of the business or as required by any local, state or federal law, regulation,
or court order.

Specifically, during these National Negotiations the Company reaffirmed its commitment
to protect the personal privacy of employees by restricting the availability of their social
security numbers to authorized persons only. Accordingly, the Company successfully
implemented and has used a CID program that provides all employees with personal ID
numbers to be used in lieu of social security numbers. The Company will continue to
maintain the CID system.

The Company also informed the Union of its written policy 3-10 entitled "Social Security
Number P,~AOM102 "Data Prote.ctLon.JqrWorkforce Personal Data". The Company
wiH shall provide the International Union with any changes to policy 3-4-GADM 102 should
the Company amend the policy during the term of the Agreement.

Very truly yours,

FCAUS LLC
By GleAn Shagena ChrisloP.her Fields

l Accepted and Approved:

INTERNATIONAL UNION, UAW

By;: ~ff•"mDrr
~:/2 l
CJ')? Boy~
,,,,J'rJ\
 CA
E/O& C

UAW-Chrysler Scholarship Program for Dependent Children

Geteher 22, 291 SSeRtember ;,;x.2023

(160) UAW - Chrysler Scholarship Program
for Dependent Children

International Union, UAW

Attention: Mr. Nef\'16ed H. de·.-,eUR~ch

BoY,er

Dear Stfs-Mr. Boyer:

( FCA US LLC .(EC.8.)and the UAW recognize the importance of continuing 12ost-
seconda[Y. education for eehege aged dependent children of UAW - represented
wefflefSemQloyees. In this regard, the Union and the Company agreed to offer the UAW -
Chrysler National Training Center (NTC) Scholarship Program for Dependent Children of
active UAW-represented FCA US LLC employees.

The B;A Tuition Assistance ProgFaR'Ijeiftt-eeereiAnlOf&Vt'i!I continue to Plan

Administrators will direct the delivery of a program based on the following:

- Applicant Eligibility: Dependent children of active UAW-represented FCA US LLC

employees who are pursuing a post - secondary education degree at a two year or four year
institution accredited by a governmental or nationally recognized agency are eligible to
apply for tuition assistance. For purposes of this program, the dependent must beis defined
as the child of the employee, or of an employee's spouse, by birth, legal adoption or legal
guardianship. A deQendent child must be unmarried. ynder the age of 26 and meet 12roof
and verification of deQendencY.critelia
. - '

SuQQlemental Oependent.:.Children Eligibility

During2023 bargaining the Qarties agreed to.include SuQQlementa,IEmQloyees in the

ScholarshiR Program for DeQendent Chi[dren (SFDC)_beneflt to enhance ORROrtunities{01
their deRendent children,_Fojlowing are the eligibili1Y.criteria the SJJP.QlementalEmQloyee(§)
must.meet for their deRendent(§) to take ad,,v,.antage of the benefit;

_ ___,_1) to utilizingjbe SFQCbenefit and

must have actuallY,worked nin.eJyj90)_Q§y.2..Qrior
eligible during the aRP.licablebenefityear
L
IO/?o/z3 \~\\\J\ \01~(1.-~~
on fVlDH- .A'T3Al ~ j-J (J Id-]
 __ 2) musl remainactivelY.working while utilizing the SEDC benefit

- Scholarship Amount: The p,ogf6m Plan will reimburse applicant for tuition and/or
compulsoryfees following:

• Proof of satisf.aelory eofflpleUoA of semester eoursew•oFk VeriJication of Rassing

grades of semester coursework,
• Pfoof Verification of dependency, and
• Pfeef-Verification of f7ayffleffi~gocket funds.

The amount and the number of scholarships made available annually will be
determined and communicated by ~eiflt Aeti,oiiUesBoard the Ex_ecutiyeBoard - Joint
Activities. The scholarship is limited to an annual benefit award of up to $1,500 .U,,600 per
eligible dependent. In the event both Qarents areactjveUAW-reQresented FCAUS LLC
emR!QY.ees,the Scholarshjpj_s fjmited to $].,2.Q:Q.P-ereligible dependent wovided out-of-
pocketexRenses are substantiated for eligibility.

-~AP-P.lication Process:
ARP-licationscan be submitted afterthe end of therequested
s,_emester.

Scholarship program details are located on the UAW Chrysler National TraiA1~-0e11ter
Website !:iU.!l,

Funding: Funding for this program, including administrative costs, will be provided
through ~hoUNN-Glwysler National Treining Gefller as delermlned by the Joiffi--AelMltes
FCA us LLC, There will be anannual $3 million cagforthe term of the agreement.
Boera ID'.
( Administration: The Plan will be jointly administered by H'le'dAV'.' Chrysler Natt~
=FrainingGeAter (~HG) FCA US LLC.

- Armeal Process: The Union exRressed concerns regarding the ApP.eal Proce_ssfor denied
courses and degree requests. For the purP.osepf this p,rogram. a standardized am~eal
pwcess will be imP-lementedwithinninety_(90)_ggxsof the agreement ratification.

The National Training Center has the authority and discretion to interpret the terms of
the Scholarship Program, including but not limited to, the authority and discretion to approve
schools and courses, and to issue guidelines.

Payments under the UAW-Chrysler Scholarship Program for Dependent Children will
be subject to applicable federal, state, and local income tax provisions.

Very truly yours,

FCAUS LLC
By GlenA 8hageneChristopher
Fields
Accepted and Approved:

INTERNATIONAL UNION, UAW

By Nerweed-+I. :Je·#ellRich Boyfil

\o/30/22
on /\!\[)ff \ ~~\Ol~(l)

__Al!)/+Lo}J~/,;i)
 E/O&C

Up-Front Lump Sum Payment

December 16, 2019SeRtember XX, 2023

(169) Up-Front Lump Sum Payment

International Union, UAW

Attention: Mrs. Cynthia EstradaMr.Rich Boyer

( Dear MfS. Es~rodo:Mr. Boy.fil.,;

During the present Negotiations, the Company agreed to provide an Up-

Front Lump Sum payment of $9.Q,000to each member of the Salaried Bargaining Unit who
is on the active roll on the effective date of the Agreement in recognition for services that will
be performed over the contract period and as part of the wage increase. The payment is
conditioned solely on the membership's ratification of the Agreement and is paid to such
eligible members whether or not the eligible member votes for ratification. Such payment
shall be made in the second pay period following receipt by the Company of written
notification of ratification of this Agreement.

Eligible employees who are represented by the Union are defined as those whose
status with the Company on the effective date of this Agreement is one of the following:

• Active with seniority

• On temporary layoff status;
• On Pre-Retirement Leave;
• On leave pursuant to Family Medical Leave Act;
• On vacation, receiving paid absence allowance, receiving bereavement pay, on jury
duty
• On leave of absence beginning not earlier than ninety (90) days prior to the date of
the Agreement
• Retirements that occur between the effective date of the Agreement and the payment
date

L Additionally, the Company agreed to provide an Up-Front Lump Sum payment of

$3;-500§,000 to active Temporary Employees who have accumulated at least one-hundred
and twenty (120) calendar days worked prior to the effective date of the Agreement.

mPt/-
/ '}
 In addition, should the National FCA Department raise any questions of equity in
application regarding specific such members, the Company agrees to meet on such cases
to review the facts.

Very truly yours,

FCAUS LLC
By Glenn ShegenaChristoQher fielgs

Accepted and Approved:

INTERNATIONAL UNION, UAW

By C~fl•hio Es4raElaRichBoyer

L
 E/0 &C

Local Technical Training Committee

0eteber 12, 2011 SeRtember xx, 2023

(170) Local Technical Training Committee

International Union, UAW

Attention: Mr. GeAeFatl-lolieftelo Mr. Rfch Boyer

Dear &t=s Mr. Rich Boyer:

( During these negotiations, there was extensive discussion regarding the roles and
responsibilities of the Local Technical Training Committees (LTTC) and the need for salaried
representation to address salaried specific training requirements. The parties agreed to
continue the presently established LTTC's and to create such committees at Chelsea
Proving Grounds, and Chrysler Technology Center. These committees will be responsible to
plan and coordinate local technical training for salaried represented employees, by jointly
reviewing current and approved planned equipment timing, identifying training needs,
developing training plans, and coordinating training activities between the plant and the
UAW-Chrysler Technology Training Center.

The parties also discussed the fact that the Local World Class Partnership Councils
(LWCPC's) have been established at each facility in accordance with Letters 124 and 30 of
the respective National Agreements to locally administer all joint programs and that the
intent of these letters was to have the Local World Class Partnership Council determine the
resources required to ensure the appropriate administration and coordination of joint
programs. The parties recognize the fact that steps have been taken to place appropriate
salaried representation on the LWCPC's, in order to provide the expertise and perspective
necessary to meet the needs of represented salaried employees, including salaried skilled
trades employees.

The committees will be comprised of no more than three (3) Union and three (3)
Management members. Committee members, preferably with training responsibilities or
expertise, will be selected by the Co-Chairpersons of the Local World Class Partnership
Council (LWCPC).

Additional internal resource personnel may attend LTTC Committee meetings, as

appropriate. It is understood that non~UAW and non-Chrysler Group LLC persons will not

TS ro(2 o(i-) Jl1 ~ b

-1vl olJ
 serve in a decision-making capacity on these committees, but may provide professional
( assistance to the committee, as needed.

The LTTC will be a subcommittee of the LWCPC and will meet monthly or as
required by the LWCPC Co-Chairs.

The UAW-Chrysler National Training Center will develop Local Technical Training
Committee guidelines and procedures, recommend training for members of the LTTC, and
monitor the progress of these committees on a regular basis.

Very truly yours,

CHRYSLER GROUP LLC
By A A. laceeelli ChristoQher Fields

Accepted and Approved

INTERNATIONAL UNION, UAW

By CeAeral Heliefield Rich Boyer

l
(

L
I

E/O&C

Salaried Bargaining Unit Placement Election to Hourly

O&C&E
(186) Salaried Bargaining Unit Placement Election to Hourly
(
International Union, UAW

Attention: Mr. N:oM'ood 1-1.dewe~IRich Boyer

Dear StfS-7Mr. Boyer:

During the 204-6-~negotiations, the Union expressed an interest in providing work

opportunities to indefinitely laid-off Salaried Bargaining Unit employees with previous
seniority pursuant to the provisions of the Production Maintenance and Parts (PM&P)
Agreement. In response, the parties agreed that an indefinitely laid-off Salaried Bargaining
Unit employee may elect to displace an hourly employee provided that the displacing
salaried employee has greater seniority, can perform the job, and the displacement occurs
at the location where the laid off salaried bargaining unit employee has prior hourly
bargaining unit seniority. The indefinitely laid-off salaried bargaining unit employee will
return to the hourly workforce consistent with the provisions of PM&P Agreement Section
(52) Seniority of Employees Promoted to Salary at the current hourly rate of pay. ~
event that the emP-loyee'sRtiQrhourly bargaining yr1lt~~niority is from a closed Rlant, the
emRloyee would be gcantedhis priorhourly bargrual.Dgunitseniority_jjt the time of indefinite
layoff and available for placement P.Ursuantto the Production, Maintenance,Jmd Parts
8greement. The Company agrees to this one time election with no contractual right to revert
back to the salary bargaining unit. The laid off employee can at their option continue to
apply for open salaried bargaining unit positions utilizing the current process. Should the
laid-off salaried bargaining unit employee wish to return to the hourly bargaining unit, they

L 1\v\\} 0\/ 10I tJ

JJF4l i}> 1
'
(

must submit an application to the Local Human Resources Office within seven (7) calendar
days of their layoff date.

Very truly yours,

FCAUS LLC
By rneAA SfiageRa ChristoP.her Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By N01"¥.'oeaH. Jewell Rich Boy:er

\~\\A_ c\ (lo{v:;
Jvr 1\r)~> 0

L
 E/O & C

Work Place Behavior

9clober 1.2,2011 September xx, 2023

(194) Work Place Behavior

International Union, UAW

Attention: Mr. GeneralHeliefiefe Mr.Rich Bqyer

Dear Si-fs:-Mr.
RichBoyer:
During the course of these negotiations the Parties spent considerable time
( discussing the importance of "respect" in the workplace in response to recent and significant
changes in our facility demographics of NBU and BU employees. In an effort to ensure
company policies are understood concerning workplace behavior, the Parties agree to
conduct a needs assessment once every three (3) years except as otherwise agreed to by
the Parties, to determine the need to provide Diversity Awareness, Sexual Harassment
Prevention or Workplace Prevention training modules collectively or individually in our
facilities.

Individual facility request§ from the LWCPC Co-Chairs to provide any of the above
mentioned training modules will be handled in a manner consistent with existing UAW•
Chrysler National Training Center processes.

Very truly yours,

GI lR¥8LER GROUP LLG FCA USLLC
By: A. A. Iacobelli Christopher fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By: GeAcrsl I loliefield RichBoy§.[
( A
E/O&C

EAP Representative Internal Certification

October 22. 2015SeP.tember xx.~

( 195) EAP Representative Internal Certification

International Union, UAW

Attention: Mr. No1woed H. Jc·NollRich Boyer

Dear SifsRich Boyer:

The parties agree to develop an internal~~ EAP Certification Program

to support the training, education and professionalism of the EAP Representatives and
( Alternate representatives. If necessary, a third party consultant, which will be jointly agreed
to, may be obtained to provide assistance with the development and/or delivery of the
internal EAP Certification Program. The program development and implementation of this
internal Certification Program will be funded with NTC funds approved by the Joint Activities
Board. Furthermore. the Rarties have agreed that the NTC EAP Co-Coordinators will assess
additional alternative EAP certification Rroviders, such as but not limited to, Labor
Assistance Professional Association (LAP)JQ..P.rovideEAP certification for the EAP
.arnresentaUves and alternate EAP reP.resentatives. Funding will include certification costs
and annual membershiRS, if reguired by the Qroviders.

Very truly yours,

FCAUS LLC
By: Glenn Sha§CAoCbiistoQher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

H. JeweHRici:)Boyer
By: ~~e.-weeEt

n (o(?e/2.,:i
L D~ nW {)_ lo I soI 3
; JL L

ABA i.:i)30L~J
 A
E/O&C

Placement and Workforce Utilization

December 16, .2019 SeP.tember xx,~

(197) Placement and Workforce Utilization

International Union, UAW

Attention: Mt--s-.-Gyrithie
Es~ Mr. Rich Boyer

Dear Mrs. Estrada Mr. Boyer:

During the ~ 2023 negotiations, the parties discussed the following procedures to
address the placement of indefinitely laid off employees.
( In Labor Market Area Placement

For In Labor Market Area Placement, job opportunities will be filled in seniority order
from a combined list of laid off employees in the same Labor Market Area. For placement
purposes, employees on the Labor Market Area List will be offered, in seniority order, the
opportunity to volunteer for openings based on a non-revocable election made at the time of
indefinite layoff. As P.artofthjs election.emP.loy:eeswiUhave the ormortunity to volunteer
for SP.ecificlocatlop(§.) in the La_borMark~ Area. Volunteers will be placed in seniority order.
Absent volunteers, the junior employee on the combined Labor Market Area List must
transfer to the new location or be separated from the Company as a resignation.

Office and Clerical employees permanently transferred to another location may remain
at the secondary location until laid off from that location unless they have a "Return Unit"
application on file under the terms and conditions of the Memorandum of Understanding -
Return to Home Unit.

A Labor Market Area is comprised of all plants within a fifty (50) mile radius of a given
plant or larger as may be agreed upon by the National Job Security, Operational
Effectiveness and Sourcing Committee (National JSOES).

Out of Labor Market Area Placement

Employees will be offered the opportunity to volunteer for Out of Labor Market Area
openings based on an election made while on indefinite layoff. Volunteers will be offered
placement in seniority order. Out of Labor Market Area elections may be submitted or
L "1>ro{le( 2-;i Mt)».-
()Jj
 revoked by the employee at any time while on indefinite layoff provided, however, once the
employee is identified for placement to the new location, the election may not be revoked.
( Volunteers shall report to work at the Out of Labor Market Area facility within fifty (50) days
from the date of the placement notification letter. For RUrRosesof Out of Labor Market Area
Qlacement. elections for the Ohio Labor Market Area emRloyees will be Qlaced to Qlants in
.Ohio and elections for the Detroit Labor Market Area emQloyees will be Qlaced to Rlants in
Michigan.

Employees on indefinite layoff shall be placed into available jobs. If the number of
volunteers identified is insufficient to fill available Out of Labor Market Area opportunities,
job offers will be extended to indefinitely laidoff employees froma closed
Qlant in accordance with the following:

Absent any volunteers, employees will be offered Out of Labor Market Area jobs in
ascending order.

If an employee on indefinite layoff is extended a job offer to an Out of Labor Market

Area facility, the employee must, within fourteen (14) days, elect one of the following
options:

1) accept the job offer

2) decline the job offer, and be placed on inactive status with no Company•provided
income or benefits (but remain eligible for additional job opportunities),

~) mc~ivea guaranteed 1ump~~mount.filnia1 to the signing bonusandtirst

P-filment under the Enhanced Relocation OP.lion#1 of Exhibit E. Emmvees selecting this
QRtion ~h9 11sig~Raration agreement and have their seniority broken at any and all of
( the Company's Plantsor otherlocations as of the Lastctw..a.fter thedatethe Company_
selects for their separation, or

1.) resignation of emR!.Qymeot

If an employee who accepts the job offer, the employee shall report to work at the Out
of Labor Market Area facility no later than fifty (50) days following the fourteen (14) day job
offer election period.

If an employee fails to respond to notffication of a job offer to an Out of Labor Market

Area facility or fails to elect one of the twe four options above, the emR!,Qyeewill be
consider~d lo have declined the iob offer and be P.lacedon inactive status with no
Comgany:Qrovided income or benefits (but remain eligiblefor additional job
QP.P.Ortunities)Jhc effip!o·1ce sRell be lcrmiAote&-eAd the eFnployee's Feeallrights shofl
eeese.

To the extent practicable, employees on indefinite layoff shall be provided early

indications of potential job openings, so as to provide reasonable time for their consideration
of such potential job opportunities.

Employees placed to Out of Labor Market Areas, pursuant to these provisions, are
eligible for relocation in accordance with ExhibU E - Relocation Allowance or other
arrangements made by the National Parties.

1>10/6/2 :i lb
L 0d ));l--
 Any issues relative to the implementation of these provisions will be raised with the
National Job Security, Operational Effectiveness, and Sourcing Committee.

Very truly yours,

FCA US LLC
By GleAn Sl1agena ChristoQher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By G)'fllhia Estrada Rich BOY.er

L
 E/O & C

Quality AchievementAward

9eeember 16, 2019~ptember z;x.2023

(199) GtftllH,.-Aehievef'tlenlAworaPrese~at Work

International Union, UAW

Attention: Mrs. 6)'n#tt&EsweeeMr,. Rich BQyer

Dear Mrs. E:slraE!aMrBoyer:

( TM Gornpa ny feeog fl l:2esthe s~9nifte8fl+-wf!~ieAs-iht.YA 1N- rep resef'lte~O't'O es l='love
mode lo the impFOvemenlsin product quelily in support of its msnufaeluring end logislioo iAlliaH\ffl!r.
lo further encourage end reword such oogo•og eom11°utmenllo quality, lhe Company has eg.-eed lo
estebhst:lo Qual,ly-Aehi~efe-:Ouring these negotiations the Company and the Union had
extensive discussion related to the impact that each individual employee can have on overall plant
and Company performance by being present at work as scheduled. To this end, the Company
recognizes the significant contributions employees have made to the overall improvement in
performance and product quality in support of its manufacturing and 1091stcs objectives. To further
encourage and reward continuous and sustained improvement in unplanned absenteeism ~he
Company has agreed to establish a Presence at Work Award.

The Presence at Work Award will be comprised of t~(2)Jndiyidual Metrics:

1. Zero (Q) Unexcvsed absences

2. Individual attainment of 1850 compensated hour§_(including_lay.9ff_t10urs)

Eligible emRloyees that gualify for the ln_dividua~td.Q. for comiiensatfili_hours must
have achieved a minimum of 1,850 comRensated hours during the eligibility_year. Hours
assoc·a ed with time onlay.offwill be calculated at a rateof forty_(40) hours per week and
included as a comRonent of comRensated hours for the RUrRoseof establishing th~
minimum lhr~isbold of 1,850 compensated h,_ouJs.

The payment amount will be determioedaccording to the emP.loyee'sabsences and

compensated hours gyring the eligibility year in accordanc~ with 1hefolio.wing table.
L
 Presence at Work Award
Metric Target Payment Amount
Unexcused Absences 0 $1,000
ComQensated Hours 1,850 $750

Presence at Work Award Rayments will be made RayabJe10 each eligible emRloyee
in accordance with the following table:

I_ Eligibnity Date _____________

E_ligibilityYear _. Payment n;l:te
October 21 , 2024 Oclober23, 2023 through December 6, 2024 ,
J _________.. ___ _ October 20. ZQ24
October 20. 2025 October 21 • 2024 th rough December 5, 2025
--~------.;i.--:---:-..:,0::::c::.:to~b~e::;;;r~19~,~2~0~25~"-:'-
-=----,~---=--=--
____ ==----............ii-._
______________
Oct b 19 2026 October 20, 2025 through December 4,2.()-2:.6.
0 er '--_ .. ___. Octobe~18, 2gg§ _ I

December 3, 2027 '

( a. L.oeelion-speeifie-WotldCia&.;-MaA faetttfi g-fW6M-►·6ttmlily and Guslomer Safety

(QGS) P,UarAudit Score end

l9, d D Pe-w~~li~ttl"t'eYt

. -A,Q~~ffieRt-A~)"ffiCAl. based upon lhe loeeHoA'S WGM Queli~y Gaf'ltl'91

Piller AudH-8eore, will be mode-to oaoh eligibl&e~e-yee ifl oeeor:daneewith the follo·1JiAgleble:

t
WGMc
Qtta¼ffy-Aeh~
QGS PillaF

I :- Audit SseFe
11111 Hil 11,..,.;,. ::.-

3-e
~
AwaNI-PaymeAI

&+.900:-GG !I
- - -- ·------- ---- • I I ii ii illi

e-peymeAt-amettffi"Wi!~bedeter-fflifled oeeording to U,e location's most reeent Eiudit-seeffl

~ -er-1:-e-#le
paymeAHle~

--f.-Fte--ae•m~i!Hit1eHzsc tAe Q ueiity Aeti ie·..·ement A'Nafd ffielf,e defi Anions fof noA
mtrnufaeturiRg leeelions 'wilrilr+--00
doys-eHf'le effeetive--(fa1e-ef-the-AgfCCFl'lCAL fhe Gornpariy wilt
esle~Hsh respeefr1e tergels ir; advaAce or eeeh pie A y,e-ef=

b. Far empleyee:,eel leeeHeAsll-tot-eehievetheJO PmverlOS rnnl~iAgs.en additionat ups~de

paymeRl ·.viii be applied to lheir Oue.lity-Aehie,wiemOAh'\vJardoFAol:!n+-eeeeff!iRg
to H1efr-rnostrecent
JD Pov11erlQ&~~ days prior-to poyme nt dale es illuslmted be-Im":
 !.Hte-GempeA~tAe~lhe Quali~ AehieveA'lentk,Brd c1psidepotential metrie elefir:iWansfer
n on-tr1Mt1f-aeturlng
laeallens-wi•~ea-y&-e~#eet ve-clate-ef-theAgree menl.

.. . it'f-Ael'l+eveffieFi4-Awardpayable ls calculated by adding tl'le QGS.PiHe~

P-eyw.ent~d 8fil)' Upside Poteflt~al RCll>\lt!fU~Crne'lfeti-:-

mes a Ma,dmumQuaIily Ael'lie·"'effi s Al Mia fd amel;!Al -of$ 12~

e-e-lfflmpleb8!o'H-0'9'St1

QGS Pillar Quality Achievement

QGS Pillar Upside Potential JD
Audit Score Award Amount
Audit Score Power 1st Quartile
Payment Payaele to Em13loyec

3-5 $H10G + $2-§9 ; $12§9

ttelify Aoh1cvemeffl-Awe~'fffl'eft~-W+II be mode lo eoeh eligible employee ln-ooeor:doAee

wU1'ltfle foU&n1inglable:
( Pa_yment
qate
October 28, 2019
through December 1h-20aG 1

~·
October 26,
2020 ijm,~ December 10, 2021
-Gelober
-
24, 2024
.. . . -
October 25,
~~f:l 9-eeem,ber9, 2022
October ~--
23, 2022 - -- - -· ---- .
~
August14,2023 through
At:igusl13,2023
Eligible employees are defined as those whose status with the Company as of the eligibility date is
one of the following:

0 A tempo~ar,·layoff slalu s;

te Famil'f Medical leave Act;

l'H-ea\le"iJ-1:tf'Sttarll
L
(
OA BR app,=e,.•ed
lea'ie of absenee •1,•t,ie~
!lag not-~ety (90Kleys as oHfte
ehr::,ibilitr
da~

• Active with seniority

• On temP.orary_lliYoffstatus
• On Pre-Retirement Leave
• On a Leave of Ab~nce wh~h has not exceeded .DJneJy
(90)__Qfills
as of the eltgibility date

In addition, should the International Union, UAW-FGAStellantis Department raise any question
regarding the eligibility of a specific employee, the Company agrees to meet on such cases to
review the facts.

Very Truly Yours,

FCAUS LLC
By: ~egettaChristoP.her Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By: GtAthia EstrndaRich Boyer
1

l O/'20/ ~:; '13

•'/V\Dl+
VA
-fv}
r

E/O&C

AMEPT Operations

October 22, 2015 Ser;item~er_xx,202,3

O&C&E
(206) AME PT Operntionsf3D Printing

( International Union, UAW

Attention: Mr. NorwoooH. Jewell RichBoyfil

Dear 8ffS7 Mr. Boyer:

During the~ 2023 negotiations, the Company and Union discussed Powertrain
Operetions one the role of the Salaried Bargaining Unit Engiflcers. emR!Qyeesin 3D Qrinting
m::ierationswithin UnderboqyJ:_rocess Engineering and Product OevelQQment.:n,e U~ioA
expressed eoneem relative to tMe 30 lools which me eurfeAtly being used and supported by
e ihird pElrl:)'. The 3D ~ools\¥ill replace Auloced wh1e9fs CtmenHybeiAg utili:!cd by 4he
~gef<liAg Unit engineefs for loyiol:l~s.WithifHftirty (30) days of lhe-f-6-lt'ieationof
lhe 201-e National AgFeement, Po'.vef1:ralnManagement will hold a reviei,•,at GTG ·11ithiAe
Leeal 412 Unit 26 Chairperson ~o discuss the 3D ~oolsand tl=lecurrent wml( being
f}e#ermed-e)hlhc 8tralegic P1onning Group.

After extenslye discussions. theComQany acknowledgedJ.hat 311classmed engineers

will continue to Qlay a vital role in the engineering, design and develoP.meot of soft~are
§Qecifications reguired to P.roducecomP.onents,_Qarts,and tools via the 3-D Qrintrng
~P.P.lication.Additionally, the ComP.any also ackn;gwledged that at the Chrysler Technology
Center and Chelsea Proving Grounds the Salaried Bargaining Unit emQloyees will be
resP.onsiblefor the QrototyQingof advanced engineering and QrCP.roductionmodels,J;iarts
andvalidation,
(

This letter is in no way intended to indicate that the tool will be utilized exclusively by
any employee group, and it is understood that u.oforesee.lL_c1rcl,illl~tances may arise that
reguire a non-bargaining unit emQloyee lo Qerform work normally done by thesalarifil!
bargaining unit on an exceQtion basis.

Very truly yours,

FCAUS LLC
By GleAFt8haf:(l-ensChristoRher FieJds

Accepted and Approved:

INTERNATIONAL UNION, UAW

By Nef't';eee H. Je1Nell Rich Boyer

13 9(r&( 7.-;f

()fJMDrr
L
~
 E/O&C

Shift Premium for Working Sixteen (16) Hours

8eeember 16. 20~-9~Rtemberxx. 2023

OC&E
(229) Shift Premium for Working Sixteen ( 16) Hours

International Union, UAW

Attention: Mrs. G•,Atf'tiaE3imea Rich Boyer

(
Dear Mrs. Estreea Boyer:

This will confirm our understandings reached during these negotiations. Section
(8§ 68) of the Agreement shall be interpreted to provide that employees who work sixteen
(16) or more uninterrupted hours on two consecutive shifts, shall receive a shift premium for
all such worked hours based on their regularly assigned shift. This covers the following
situations:

-- An employee who begins work before the shift the employee otherwise would work and
works additional hours after such shift.

-- An employee who works eight (8) hours or more either before or after the shift the
employee would have worked.

Very truly yours,

FCAUS LLC

By: £1C-AA Shsgena Christopher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

L
(
I I r
A
E/O&C

Work Assignment Disputes

Qeeefflber 16, 201O~P.tember xx.2023

OC&E
(231) Work Assignment Disputes
International Union, UAW

Attention: Mrs. Gynthio Estrada Mr, Rich Boyer

Dear Mfs.-EstF~ Mr. BOY.er:

During the current negotiations, the parties had extensive discussion related to
claims by the Union that the Company was assigning work to individuals outside of the
( bargaining unit where such work more properly belongs to the bargaining unit. The Union
asserted that specific work has been reassigned that has, in the past, been historically 6ftf!
~ttsively performed by the Engineering, Office & Clerical bargaining unit, at that location.

The parties acknowledge that certain work is shared between employees who
belong to the bargaining unit and those who do not. This leel eofflplieo~csthe issue of
de~erffiining proper woFI<assignments since lhern is much O'½'erlapbet•h'eenwork-f,e#e~
inside and outside ef ttie eaF~airnA:gtfA*.-

ln an effort to address the concerns expressed by the Union, the Company agreed ifl
proper eases, to a joint Feview-.DfilY..Qrocessfor WorkAssignment DisP.utesor sueh A'laHero.
In cases where there is a claim that the Company has improperly reassigned work to non-
bargaining unit employees and a mutual understanding is not reached, the P.art,iesagree to
follow the Rrocess p~c,ribed in the Memorandum of Understanding Job Securityand Work
Assignment DisRute (M-16) the Viee PresideRt of lhe UNA' FCA DepartmeRt may request a
meeting witl=llhc Vice PfcsideAI of-Employee RelalioAs lo pro~ldc an oppor1uni4y-fef
d k,ot1ssiOR a~ oiapositieft.

IA iAstaAeeswfalercthe parties are Aol able lo reaeh a lllulual-uMet'Stonding they

May cell klr on Appeal Board MceUAgwhere the Impartial Chair 'Nill be invileEIto-aUend. Al
such meeting the-repr,escntati,,,•ea
ef eeoh side will ha'J'cf.lfl opportunily to present thei.· ease.

Very truly yours,

FCAUS LLC

By Glen<1Sh~ena Christogher Fields

L Accepted and Approved:

K4H 'i/t/.)3
HR}'\ {J I f.:, I J)
INTERNATIONAL UNION, UAW
By ~ia Estrade Rich BOY.Or
1> 1 /t/2-7 m})fl
.a... I ~ .J
 A
E/O &C

Supplier Relations and Collaboration

9eeemeer 16, 2019 SeP.tember xx.~

(233) Supplier Relations and Collaboration

International Union, UAW

Attention: Mrs. Gynti'li~-aoo _Mr.Rich BQY,er

Dear Mrs. Estf&e&. ML.12QY,er:

( Over the years, and during the course of several rounds of negotiations, the parties have
entered into several specific but often unrelated agreements involving the important area of
Supplier Relations. These agreements include letters (25) Encouraging Suppliers to Hire Laid
off Employees, (71) Access to Procurement and Supply, (230) Relationship with UAW,
and (240) Supplier Corporate Citizenship. In the 2009 Addendum to the 2007 PM&P
Agreement the parties entered into letter agreements relating to Distressed Supplier Meetings
and Supplier Relations. More recently, and even more importantly, various positive
communication activities characterized by open dialog and information sharing have
developed involving FCA Purchasing, FCA Union Relations and the UAW.

Accordingly, during the 2011 negotiations, the Union suggested (i) reinforcing the above
cited agreements in this supplier relations and collaboration document and (ii) expanding the
current environment of collaboration leading to a more comprehensive approach to supplier
relations. In order to advance the key objectives of this collaborative approach the parties
have agreed to:

provide additional insight into key sourcing opportunities involving UAW represented
suppliers,

drive improvements in overall UAW represented supplier competitiveness and

measure performance metrics as detailed below and

jointly encourage implementation of Werld Gloss Mt:mttfeelttrm~ Stellantis

Production
Way_with certain suppliers.

l
w-rr
11J:W1)- ~
 As such, subject to and in full accordance with all applicable laws, the parties hereby
agree to expand their supplier relations collaboration activities on the basis of the following
foundational principle, initiatives and activities:

FOUNDATIONAL PRINCIPLE

The parties recognize the importance of creating and maintaining an environment of

mutual trust, respect and integrity. Such an environment will produce the transparency
necessary for the free and open exchange of relevant information. The information to be
shared shall include, but not necessarily be limited to the outcomes of Requests For Quotes
(RFQ's) involving UAW represented bidders.

The parties acknowledge the importance that such information is to be used

appropriately and in compliance with all applicable laws. Accordingly, the UAW agrees that
any information Chrysler provides to the UAW concerning a particular supplier will not be
shared by the UAW with a different supplier, irrespective of whether the different supplier is
also represented by the UAW.

INITIATIVES AND ACTIVITIES

The parties agree to continue holding quarterly supplier relations meetings or more
frequently if needed. Participants in these meetings shall include the FCA Senior Vice
President of Purchasing, the President of the UAW, the UAW Vice President and Director of
the FCA Department, the FCA Vice President of Employee Relations, and FCA Purchasing
Directors. At least one week prior to the meeting the parties agree to provide the following
information:
(
MANAGEMENT TO PROVIDE:

A summary tist of suppliers selected for new business totaling two (2) million dollars or
more in Annual Purchase Volume (APV) where a UAW represented supplier was under
consideration;

Information reflecting UAW represented facilities that have obtained the new business
or lost existing business;

An annual listing of all FCA suppliers doing at least two 2 million dollars APV business
that includes the suppliers' Union affiliation, if any. This list shall be reviewed by the
Union for accuracy of UAW union affiliation information. The Union will make corrections
to the list if necessary and provide the corrected list to management one week prior to
the quarterly meetings.

PERFORMANCE METRICS:

- Quarter to quarter comparison of APV data broken out by Union affiliation, if any.

- Changes in the list of suppliers from whom approval to share information with the UAW
has been obtained.

- Dollar value of RFQ's that were sent out since the last quarterly meeting and the
percentage of that dollar value ultimately awarded to Union represented suppliers.

L
AT;A J 0 /] u )0]
jcf-(~"
1oi)b/)7
r - Summary of External Balanced Score Card (EBSC) data for UAW represented suppliers.

UNION TO PROVIDE:

Listing of current UAW represented FCA suppliers by commodity I part.

PERFORMANCE METRICS:

A comprehensive update, if any, of UAW actions and initiatives with FCA suppliers and
I or FCA supplier Local Unions;

A detailed update, if any, that quantifies the positive effect of the provisions of the
parties' agreement on supplier relations and collaboration;

Specifically, the presentation wilt address quality metrics, cost competitiveness,

and other topics such as conflict resolution and innovative Labor - Management
cooperation initiatives if applicable.

The parties also agree to more frequent meetings between the FCA Purchasing Directors
and UAW President representatives to discuss supplier issues pertinent to each Directors
responsibilities, so long as the meetings are reasonable in number and scheduled at the
convenience of the respective parties.

Additionally, the Company will provide to the Union a listing of UAW

represented FCA suppliers on source hold so that the UAW can work pro-actively with FCA to
develop measures to improve the suppliers' performance.
(
Finally, it is understood and agreed, that within the confines of all applicable Jaw,any and
all such information sharing as described above is to be kept confidential.

Very truly yours,

FCAUS LLC

By: 61cm, Sh~t1-Cbristopber Eield,s

Accepted and Approved:

INTERNATIONALUNION, UAW
By CynthiaEst:Fad&Rich
Boyer

L
 E/O&C

Sourcing Administration

Oeeen;eer 16, 204B Septemher ~x. 2023

(234} Sourcing Administration

International Union, UAW

Attention: Mm. Cynthia Estrada Mr. Rich Boyer

( Dear Mts. Eslrodo: Mr. Boyer:

During these negotiations, the parties discussed at great length the necessity for
revising and reaffirming the administration of the Memorandum of Understanding - Sourcing
and Job Security (MOU-10). The parties recognized that a revised and updated process,
including clearly defined Job Security, Operational Effectiveness and Sourcing Committee
(JSOES) responsibilities, is essential to the proper administration of the Memorandum.

Therefore, in an effort to address these concerns, the parties have agreed to

continue to investigate the evolving vehicle development process to ensure the proper
administration of the entire sourcing process: as well as the Stamping, Assembly and
Powertmin ProP.;ulslonSystem notification process. The Sourcing Administration manual will
be revised to reflect the engagement of salaried bargaining unit(s) in the appropriate stage
of the vehicle development process. Updates to the Sourcing Administration manual as it
relates to the Salaried Bargaining Unit, will include the involvement of the UAW
Leadership, including the UAW Se+eryGoordin-atet'Sourcing ReP-resentative,throughout
the manual development process.

It is also agreed that concerns relative to proper administration may be raised by

either party for discussion. Modifications may be made by mutual agreement between the
parties during the term of the Agreement. as circumstances require. Discussion and
implementalionreloHve lo the fCYiscd edminislratioA pfoees5=•t.<tll be undeAak:eA-osqt1ieldy
as praetieablc following the FetifieaUoAor•he 2019 Agreefflent.

L
( The CornP.anY,commits to the craation of an UP.dated2023 Sourcing Administration
Manual within ninety_(90) daY,sof ratification of the National Agreement. The UP.dated
Manual will reflect the new terminology, content and scoP.eof meeting§..going forward based
on the new Stellantis Vehicle Development Timeline.

Very truly yours,

FCAUS LLC
rnenn 8hotteoo-ChristoRher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By: Gtfflhta Estfae1aRich BOY,er

fv _A'BAIO /1 () /;:i,5
L
JJF-o(:~of
A1 1
 E/O&C

Salaried Bargaining Unit New Hire Plan

DecembeF 16, 2019 SeRtember xx, 2023

OC&E
(236} Salaried Bargaining Unit New Hire Plan

INTERNATIONAL UNlON, UAW

( Attention Mrs. GYfl¾i'tia

Estfada: Mr. Rich Boyer

Dear Mrs. Eslrada Mr. Boy,er:

During the 2010 Addendum Agreement discussions, the parties discussed the need to
effectively modify the Labor Agreements to achieve a competitive labor cost structure that
positioned the company to respond appropriately to industrial and competitive pressures
and compete with the best in the world. To oehie,~·ethis objeofr>'e,IAc poflics ogFCedte
a ~~ewHire V"Jogc.BeRdit ofld-Rclifemcnt O§recment that ~0·1ern au Salaried Bargaining
l:foit (SBU} employees hir=edOA OF efler April :t§. 2010.

D1.:1~ing
lhe 2019 AgFeeFRenlthe parties discussed tl'le need t:o reslruelure the 88U pay
praehecs moael. Effeelive DeecFAber 16, ,2-0¥.h-EIJNewHire wages 'Nill be determined
oeeording \o the pro1t1isions
contained in M--01Salary Grades and Rote /\ppl~ation
SuppleA1cntend M 08 Se~a~asslficetion and Grode Supp!emeAt

Dul'ing the 2023 negotiations the P.artresdiscussed lhe need to restructuretheSBU

Ray_practicesmodel,Effecti¥e September xx. 2023. both P.~es agreed to eHmjnate the In
Progression Wage Structure shown in M-8 of the Engineedng, Office&. Clerical ~greement.
As sucb. effective beginning the first RaY_Reriodfollowing ratification. emP.10Y.eeS
earning
less than the weekly, minimum of theirJ;;urrent grade will receive a new we;ekty.nit~
consistent with the Grade Structure outlined in the agreement

New Hire Salary Structure Agreement:

l • Grades 1 through 4 are eliminated and will start at grade 5 for all new hires
( • Employees ~fR ffiiAifflUffi of the ·NOgerange, but less ~hanthe maximum weeldy
'9\'Bge,will reeei·te a \'t 109e pFOgFessioAineFC8$CemouAt of 3% am1uolly on the
BftflfYet'Sefy-ofthe employee's ecypoFeteserviee date, pFovided il does nol e~ooed u~e
ffif.OEiffiumweeld:,4wage to, that solefied graeo.

• ~ees within tl<lFeepercent (3%) of the ma)(iA'lumselory rate-will-ee-ef.i~ibleJer a

eoffibiAalioA iAefeasc and lump sum pa·,ment totaling three pereen~ (3%)

• Employees who have received either a Phase-up or a Promotional increase during

the eligibility year are not eligible for a wage progression increase

The following provisions agreed to during the 201 OAddendum Agreement with respect
to hiring, benefits and retirement continue to apply:

• No cap on new hires under the entry level salary flfld-benefit structure.

• Salary Borgainlng Unit new hires will not be eligible fer the Salary Gon-t-iflueiie~

New Hire Benefit and Retirement Agreement:

The parties agreed that Salaried Bargaining Unit full time employees hired on or after
April 15, 2010 will be governed by the provisions of M-13 Memorandum of Understanding -
UAW-FCA US LLC Employees Hired On or After October 29, 2007 Wage & Benefit
Agreement. For purposes of determining the health care benefit eligibility period under
Exhibit B, any employees converted from temporary to full time employment will have their
service from the date of last hire counted toward their effective date of insurance.
(
Very truly yours,
FCAUS LLC

By &~at,ene-C hri stoph er Fie1ds

Accepted and Approved:

INTERNATIONAL UNION, UAW

By Gynlhia Eslrada Rich 6QYEU

(0{'2l3/i'3 15
l. (YwH
o,d -cw
 E/O&C

Schedule 'A' Understanding

Deeefflber 16, 201-9SeP.temb~rxx.~

0, C&E
(238) Schedule 'A' Understanding

International Union, UAW

( Attention: Mre. C·;A~AieEs~aElo Mr. Rich Boyer:

During the course of 204--923 Negotiations, the Union raised a concern about work
recognized within Schedule 'A', as Salaried Bargaining Unit (SBU) work. The Union further
asserted that there are several instances in which such work is being performed by non-
represented employees.

As a result of these discussions, FCA US LLC reaffirms that all work recognized in
Schedule 'A' as belonging to recognized employees at the specified locations will be
assigned in accordance therewith.

Dis pules Felo~edto fCCO§flU10A of SBU \IIOFIE.

in 8ehedule 'A'' should flrs,tt;e eddfessea
ey the loeol Parties. Howo·v-0r,iA the O't<<entthot tho Local Parties ore unable lo resoh·e
St:le~ ffl8Hers. tl<1ey
will be es-eolotedto the National Portlcs for re&olutioA. If necessary, final
eeleffflinaUon moy be rdeFFed tcHJic Vice PFcsidcnt. UNN, FGA US LLG Department on~
~heVieo President orEmployee RolaUons.

Yours very truly,

FCAUS LLC
By Clem:, SAB§eno ChristoRher Fields

Accepted and Approved: A73~ 9)QjtJJ

INTERNATIONAL UNION, UAW
By: Gyruhie Estraee B.icbBoyer
J Ji- / /7()>
'TS '!/ro/ i. >
o;d mlJ//-
 E/O&C

Sourcing & Job Security Commitment Letter

December 16, 2019 SeRtember xx, 2023

(239) Sourcing & Job Security Commitment Letter

International Union, UAW

Attention: Mrs. Cynthia Estrade Mr. Rich B.,Qyer

Dear-Mffl-;--EstrndaMr.Boyru::

( During the 2019 Negotiations both parties recognized the opportunity to make
modifications to the existing Memorandum of Understanding - Sourcing & Job Security (M-
10) language and corresponding processes. The parties agree there is a need to improve
transparency, the timely process of information sharing and overall commitment to the
administration of M-10. The Union expressed their concerns to improve these issues.
Accordingly, the Company reaffirms its commitment to the following meetings to address
concerns.

• Product Update Meeting held bi-annually with the Vice President of Employee
Relations, the Vice President of the UAW FGA Stellanlis Department and the Head
of Advanced GoAeep~9Engineering (AGE) Physical & Functional Design and
lntergration (PFDI).

• Advanced Vehicle Awareness (AVA) Meeting held quarterly with the UAW
International Sourcing Coordinator, the Local Presidents of 212 & 412, and/or their
designee, Labor Relations Senior Management and Head of ACE.

• Program Overview Meeting held at approximately 8~ep B ~ync 1 of the-FGA SteUa□tjs

vehicle development process (POP Timeline) for any new major vehicles or major
redesigned vehicles.

Both parties recognize the need for continuous improvement to the Sourcing
Administration process. As such, process changes corresponding to the M-10 language will
be addressed in the M-1/ M-10 Sourcing Administration Manual. Modifications to the
 sourcing process will align to the UP.datesmade in.2023 negotia!ioos be eollaborntivaly
discussed nnd jointly agreed upon prior to the changes being made. Through discussions
during these negotiations, Management and Union agree to the following commitments via
the Sourcing Administration process:

• Directional sourcing summaries provided annually.

o Updates to be provided during Local JSOES meetings.

ASME StamP.ing Process

Engjneeriog_(SPE) Attachment C process changes

• An initial draft of the Attachment C will be provided approximately at Step B ~Y.nc 1 of

the FGA Stellantis vehicle development process
• Tracking log with cost and timing will be reviewed in Local JSOES
• Pre spend allocation amounts will be provided monthly for vehicle engineering.
• Approval of pre-spend allocation will be discussed during the Quarterly Advanced
Vehicle Awareness meeting.
• If the rationale for the work being off loaded or outsourced relates to cost, the relevant
financial information associated with that sourcing action will be provided to the
International UAW Sourcing Coordinator.
• When walk in work and I or PDO outsourcing or off loading actions are being
considered it will be brought to the attention of the union steward prior to the sourcing
action taking place assuming the capability to perform the work exists within the
company.
• Inclusion of UAW-FGA Stellantis Vice President or designee in quarterly Cost
Optimization Meeting.
• OLiarterly C11rrentvolume UP.datefor all U.S. vehLcles, componenls and P.rDP.ulsion
( §ystems will be r;irovided to the International UAW Sourcing Coordinator.
• Quarterly dual source information for U,S. P.roP.ulsionSY.stemswill be P.rovid,.e_d_to the
International UAW Sourcing Coordinator,
• Quarterly inventory....m.Qortsfor U.S. facilities will be P.rovided to the International UAW
Sourcing Coordinator.

The parties agree to review and make appropriate changes within 90 days of
ratification to the M· 1/ M-1 O Sourcing Administration Manual, reconfirming our commitment
to the M· 1/ M· 10 language and processes. It is the intent that these changes should resolve
the ongoing issues related to Sourcing actions being processed prior to discussion taking
place with the Salaried Bargaining Unit groups.

Very truly yours,

FCA US LLC
By: GletlR ,Sl'Hlt;teAeChristoQher Fields

Accepted and Approved:

INTERNATIONAL UNION, UAW

By: GyA~hieEslf&$ Rich Boy.ru:

l
 E/O&C

(N-240) Job Security and Work Assignment Disputes

M..e.JJl...Q.umdum
of Understanding
Job Security and Work Ass,ignment Ois?-Ym

During 2023 negQlig~jons,Jhe P.artiesdiscussed the c!P.P.roP.ria~ P.roc~ss for

admlnistering_grieJ@Dceswhece the Union alleges the ComRanY.has violated the
9 greement by_Rerforming or reassigning Salaried Bargaining Unit work. The Rarties
( 9 gree that the following_Rrocess will be utilized to address such diSRutes.

.L After verbal discussion of the ajle:gation with the SuP.ervisor, the Local Union
rnay_$ubmit the matter as a grievance at the first SteR of the Grievance Procedure
setforth in Section 20 of the National Agreement,
.(2 ) The Local ,i:;iartiesmay_disgpse of such grievances by a written
settlement therem, which shall be without P.recedent,
(Q.) The Qarties may_P.rocessthe grievance through Sections 19.20, and
21 of the National Agreement. If the Rarties are unable to settle tbe
grievance after exhausting the steps setforth in Sections 19, 20,-2llii
21 of the National Agreement, the Local Union may_give to the
ComP.anY.written notice of its desire lo su_bmillbe gdevance to finaJ
and binding arbitration, which shaJlRroceed Rursuant to Sections 2,_J,
4 and 5 of this MOU, as set forth below,
.(g_} The Local Union may withdraw the grievance: in which event such
withdrawal shall be without wecedent.
_{g) If the gaevance is not disposjtjone<l µodersubsectioos (si_)Jhr.Qygb.J~}
within
sixty_(60)day:sof the gd.fil'.,ancedate. unless such time is extended by: mutual
egreement of the Qarti~s. the grievance wiUbe coosidere:d withdrawnwithout
precedentThemaximumt1mefor an extension is an additional thirty_(30)
daY,s,The withdrawal of the grievance under subsection (g) shall not
constitute a waiver of the Union's rigb:Uofile a petition withtheNational
Labor RelationsBoard for ciariJication of the apQr0P-riatebargaining~

2. Following exhaustion of the grieyance grocedure setforthin Sections19,20,

aod21 of the Mational Agreement, the parties may_proceed to arbitration. The
~ rft(}/zJ
D~ f'll)H
 AP-pealfu)ardshall not haveauthority to rule on such grievances P.riorto submission
to arbitration: however, the P.artiesmay consult with and includetheir respective
representatives at the National level al any_P.ointdudog t urbitration p_rocess, The
arbitca.torshall have the authority to wovide a final and binding decision on
grieyances brougb.i.Rursuant to SupRlemental Agreement S-1, Memoranda M-6,
Letter 75, Letter 116, Letter 205. Letter 231, and Letter 238 of the National
Agreement

3. No later than fourteen (14} calendar days after the grievance is aP.Realedto
arbitration, the Rarties will makea ioint regyest to theFeder42IMediation and
Conciliation Service (FMCS)JQ_providea panel of seven (Z.LP.rospectiv,e arbjtralorn.
eacb of whoITLshall be a member ofthe Nation a, Academy of Arbitrators. From the
Ranel of seven (I) arbitrators, the ComRany and the Union shall alternately delete
arbitrators until one (1) arbitrator remains and that P.erson shall be the sole arbitrator
to_hear and decide the grievance. The P.arty_gppealingJhegrievance to arbitration
shall delete the firstname. After receiving_aJ2anelfrom FMCS, the Qactiesshan
comRlete theselection wocess within thirty _(30)calendar days, Theparties will
™11ge to notify the selecteqarbitrator. Onceselected,Jhe..p..fil!iesand the
arbitrator will arrange a time and date for the hearing to be held as soon as
P.ractjg.ablebut in no case longer than on.e h!,1Ddredaod...Jtlghty_(180)days from the
date the grievance was armealed to arbitration.
( 4 Arbitration hearings shall be conducted in accordance with th§l_fol!Qwing
guidelines:

The hearlng will be informal.

No briefs will be filed or transcriP.tsmade.
There will be no formal rulesof evidence.
In the interest of narrowing the issues in diirnute and to weclude the
introduction of new eyjdence or information not prevLous.lybrought to
the attention of either Rarty, the Rarties shalJ:
(i) meet at least twenty~toJ.tt.(24)h,ours poor to the scheduled hearing
to exchange the namesof witnesses tp be called and exhibits to be
usedin connection with the hearing .filld to review their respecti\!e
ROSitions;and
.(li)jointly_Rreoare and wesent to the arbitrator at the beginning of the
hearing a stipulation of those facts that are not in dispute.
Thecaseof each party:will normally be oresented by the Labor
Relations SuQervisor and the Unit Chairman/President. The UAW
Regional ReQr,~§entativeandJbe Division Labor Relations
ReQresentaUvemay~Rarticipate UP.Onrequest of either local P.arty_,_
.m The arbitrator will ensure that all necessary witoesses and pertinent
facts and evidence are Rresented by the rerJresentatives of the
Rarties.
L .(g) The format of each hearing shall be as follows:
(D Introductory remarks by the Unia.CLaodthe ComRany_filltting
forth their resRectiv.eP-Ositions.

Ts
.)
ki\
;f(z Qcjfl
(
(tl) Presentation of test\m.Qny...Qy wjtnesses througb_direct and
cross examination,
.(iii) Questions of witnesses by: the arbitrator.
(iv) Short summation by: the Rarties.
.(h) Thearbitrator sb,aH issue theirdecislo□Jn writingwithin fifteen(~)
days after conclusion of the hearing. The arbitrator's decision shall be
based on the record develop_edand RresentedJ}Y.the P.artiesal the
hearing and shallinclude a brief exRlanation of the basis for the
recommendation.
U) The arbitrator's decision shall not form a Rrecedent for any: future
cases or be used asabasis forS.eUlem.ent of any o!ner grieva □ ces .
.(Is) The arbitcator's decision sh.all be final anct_binding_yP.onboth r.2artie~
and shaJLnot be suQject to a1:mealunder Section (ll) of the National
~greement.

5. The exP-ensesand fees of the arbitrator shallbe Raid as follows; flfty_percent

(50%)J2y the ComRany, twenty:-five Rercent (25%)J2yJhe lnternationa, Union, and
twenty:-five percent (25%) by: the Local Union. Fee schedules and cancellation
charges shall be established_by the NatiOJ1.fil.Rarties.

2.. The foregoing references to National Agreement have 8RRl1cationto !boththe

( National Office and Clerical and.National Engineering Agre,ements,~asa~mroQ:riate,

\4f-(\
1
'J 7
C\ I Il I

{AltB9f,u/u'l-~

{57/1c/~3
0.6 MJ>ft
L -rlJ
(
CA
E/O&C

Joint Public Health Committee

SeP.temberxx, 2023

(N-~)_Jo,int Public Health Committee

lnternatipnal Union. UAW

Attention: Mr, Rich Boyer

Dear Mr. Boyer:

( During the 2Q23negotiations, the Rarties agreed that the health and safety~
emRloyees is their nuxnber one Qriority aoci_recognizedRUbltchealth crises ar..epossible in
the future.

During the COVID-19 P.andemic,the Compaoy was identified by state and federal
governments as ~critical comgonent of the national infrastructure, As a result, the ComP.any
continued work when other business entities were eitheu;J..1rtailiogor comQl,etelyceasing
QRerations.Comgany fil!]pjQy~. includfng bargaining unit emP-lQyees,were designated as
"essential work~r§" 2 nd P.roceededto .R.r.ovide
ccitical economic sui:u:iortto the national
mfrastructure bY.way of their continued work,.

The ComQany and the Union recognize that oniRroSQective basis, future
Qublic health crises could have significant imP.act on ttJe_Con:rnany,its emgloyees and
their families. The ComQany and !he Union agree that discussions between the
gartIes focused on emgloyee safety, and fact-based facillty_Qreparedness can helQ.
abate Qotential and sustained disruption to m_an_yfa~g...Qperations.

The ComQany and Union agree to the following;

• To establish a joint Public HleaUhEmergency Committee, consisting of three {~)

International Union Rewesentatives, one {1) individual from the International
.u.n.i,Qn,
UAW Health and Safety_Q.~martmentand two (2.) individuals will be
L
 Director, UAW National Ste:llaotis, and three (~) individuals will ~
employ~P..ROinted by the Vice President of Employee Relations Stellantis.

• The Committee will meet at least annually or more freguently as circumstances

dictate. Committee meetings will focus on ComP.,anyJJreP.arednessfor
P.,andemicevents and otheuwblic health crisas thatcould have a substantial
impact on the Company and bargaining unit emQ!Qyeesand their families.

• Given the subject matter. it m,gy be necessary to invite add1t1onal

regresentatives, such as the tnternaliona1 UAW Health and Safety DeRartment.
Corporate Director for Wellbeing, Health and Safety or other sy,bject matter
exP.erts tu.llow for thoughtful discussion_on the issye~ Prior to sucha meeting
taking_Qlace,the Parties will agree on the inclusion of any additional attend~

• !lP.on the decfaration of a public health crisis by the Governor of a State in

which the UAW rep.resenls employees of the ComP.,any,or by the President of
the United States, the Committee will meet as soon as practicable to discuss
items of mutual concern. Subseguent meetings will be scheduJect..as agreed to
QYCommittee members. When possible, the parties agree to exchang§__§genda
toP.ics they wish to discuss at least forty-eigb.L(48) hours Rrior to any such
meeting.(~).,_

Very truly_yours,
FCA US LLC
§.Y Christopher Fields

( 8RRroved and AcceRted:

INTERNATIONAL UNION, UAW

§y Rich Boyer
~-2.~-v
~?¥~

::; no~
on
( FCA
E/O&C

Safety Summit

SeQtember xx, 2023

(N-xx) Safety Summit

International Union, UAW

Attention: Mr. Rich Boyer

Dear Mr. Boyer:

During 2023 negotiations, the Qarties discussed the n_e_ed~to understfil!Q.

( future advancements in technology and fts Qotential imP.acts on safetyin the
workQlace. The ComP.any_ggreedto collaborate with the UAW Stellantis, GM, and
establishing_ajoint safety summit. Summ[t attendeesmay include
fQLd_t_o_d.Lsc_us_s
rewesentatives from the United Auto Workers (UAW) Solidarity House safety
staff, Joint Health and Safety Staffs for UAW-Stellantis, UAW-GM, UAW-Ford and
QarticiQants from Stellantis, GM and Ford's CorRorate Safety staffs_ The UAW-
Stellantis National Joint Committee (NJC), UAW-GM National Joint Committee
(NJC), UAW-Ford National Joint Committee on He.§lth and Safety_(NJCHS), will
meet within 180 days from ratification to discuss the summit location and when
each comRany wUI host suchsummit. During these safety summitS.J!RP.r0Rriate
time will be set aside to discuss safety in the workP.lace,review common health and
safety concerns, and collaborate on best wactices. The lessons learned from these
collaborations can be used by the comRanies to re-evaluate their Qrograms and
idenlify needed changes.

Stellantis will host one local safety summit during the term of the 2023 contract
Qrovided that GM and Ford concur with this concepJ...

truly yours,
Ver.y_
FCA US LLC
By Chr[stoRher Fields

By Rich Boyer
C(-2'{.- l3 6v
)i..~ ·'ih\,
r

E/O&C

Local Arbitration

(N::.xx)_Local8,rbitration Program

International Union, UAW

Attention; Mr. Rich.6.Qyfil

( Dear Mr. Boyer:

During the 2023 negotiations of the O,C&E Agreement, the Rarties agreed to
create a nev11 Local Arbitration Program to allow for the tocal R:art~ to exP.editiously:
submit certain local matters to arbitration. Pursuant to the Local Arbitration
Prog[sfil, tb,e,,lol:algarties may ,submit to arbitratio,n disp~1te_s
oyer overtime. overtime
egualization, SURP.lementalseniority and shift P.references as set forth in their local
agreement, and any other toRic agreed to by the Vice President, UAW Stellantis
DeP.artment and the Vice President of EmRloyee Relations, or their designee.

to grievances filedafter
The Local Arbitration Program shall only....2P.R!Y
ratification of this~greement and shall not ext,en9 to grievances filed gursuaat to the
National Agreement.

The standards and guidelines for the Local Arbitration Program shaiI be as
follows:

t. Arbitrators shaU be desjga,ated_by_ggreement betwe,en theJocal

garties. If an agreement on designaHon of the arbitrator cannot be re.ached
withjn seven (I) day~, the local P.artiesshall utilize FMCS to select the
arbitrator. The exP.enses and fees of the arbitrator shall be borne egually...Qy_
the ComP.anyand the Local Union, Fee schedules and cancellation charges
shall be established by the local Rarties.
L 2. Grievances~h_alLproceed in the normal course UP.througb~J:)S 1
and2 as set forth in Sections (18) throug!l..(21) of the National Agreement.
Within ten (10) days of receipt of the answer to Step_l, the Local Union shall

CJ~VI
(
notifY.the ComP.anY.in writing of its iolt;.DliQ..P-(Q.ce_e_dJo
Local Arbitration on
the grievance.

3, The hearing shall be conducted in accordance with the following

guidelines:

a. The hearing_will be informal.

b. No~briefs will be filed or transcriRts made.

c. There will be no formal rules of evidence.

d. The caseof each Rarty will be presented by reP.resentative§.J~reviously

designated byJhe Local Union and Plant Management. The UAW Regional
ReP.resentative and the GrouP. Human Resources ReP.resentative may
P.articiQate,_
(
(!2) In the interest of narrowing theissues in disPJAteand to
Rreclude the introductiurro1~ew evidence or information not P,reviously_
brougbt to the at_tentionof eith.§.LP.arty,Jllil..P.arliesshall: (D meet at
least twentY.-four (24) hours Qrior to the scheduled hearingJQ
exchang~ the names of witnesses to be called, citations to be used in_
connection with the hearing and review the resP.ective P.Ositio_ns of thEl
Qarties, and (il)_jointly_QreP.areand Qresent to the arbitrator at the
beginning of the hearing_g_§.!iQulaion of those facts which are not in
disQute.

(f) The arbitrator will assure that all necessary witnes~~s and
Rertinent facts and evidence are P.resent,e-dto them bY.the
reP.resentatives oJ...!lliLRartjes. In all resRects, they shall assure a fair
and comP.lete hearing~

4. The hearing shalLP.roceed in the fQllowing order:

a. lntroductorY. remarks bY.the ComP.any and the Union setting forth their
resP.ective Qositions.

L
b. Presentation of testimony___by
witnesse_j, through directand crossexamination.

r 1.-
(

c. Questions or _callof witnesses by the arbitratoc.

Short summation by the Rarties.

p. The arbitrator may issue a summary decision at the hearing._

However, in each case. they shatl issue their dec.ision in writing within
seventY.-two (72) hours after conclusion of the hearing. The arbitrator's
decision shall be b..a§ed_onthe record develoRed and Rresented by the
Rartjes at the hearing and shall include a brief exRl.anattonof the basis for
their conclusion. The decision shall not form a Rrecedent for any futur:_e
cases. The decision shall be final and bindingJJP.Onboth l~I Rarties and
shall not be subject to aQQeal,

6. The arbitrator shall have the authority that Section (24) of the National
Engineeriog,l)ffice & Clerical Agreement grants to the Am~eal Board.

Very_truly_yours.
FCAUS LLC
( f2y:Christopher Fields
Accepted and ARRrol,led:

INTERNATIONAL UNION. UAW

By_;_J~ich
Boy..er

L
(

E/O&C

Veteran Job Opportunities

SeP.tember xx ....2-023

(N~xx) Veteran Job OP.portunities

lritemational Union, UAW

Attention: Mr. Rich Boyer

(
Dear Mr. BOY.er:

During the 2023 negotiations.JrnLP-arties discus~ theiLn:iutual desire to !iURl~Oct

our
~·s veterans and enhaoce theworkforce with the skills, abilities, and exP.eriences
develope!!J2y our veterans during their service to our coun!ry,Jo that end, the ComP.any,
9grees to continue P.:lacinga high..wioritY. on identifying_gualtfied veteran candidatesJor hire
into RCoducUon,skilled trades. and salaried jobs within the bargaining unit.

VerY.truly_y.Ql.!!S,
FCA US LLC
6y..Christopber E1eJds

1NlERN~TlO~8L_UNIO~. UAW
6Y. Rich BOY.er

IO/ie>/~:;'t7
()'lj)f+
L 0~ ,"1\..V
\v l 1:1--1
'l--~
J+f?
(,
t0J.)7/J:>
 E/O&C

Veterans with Service-Connected Disabilities

September xx, 2023

(~} Veterans with Service-Connected Disabilities

8tte;ntion: Mr. Rich BQyer

( Dear Mr. Boyer:

During these negotiations. the P.artiesheld extensive discussions on the imP.ortance

of recognfzfng and bonoring the sacrifices of Veterans who have honorably served our
nation, To assistthos-e_\leteran emP.loyees with service-connected disabilities or in lhe
process of securing benefits/medical services. an absence jne,mred as a i:..esultof a medical
s:l.RPQintmentwith the Veterans Affairs Departmenl (VA) related to a servfce-connected
disability shall! nol be lJSed in any disciP.linary action as long as the emP.loyee provides
satisfactorY. evidence and notifies Management at least five (~) days in advance o~
absence.

Very_truly yours,
FCAUSLLC
6y: Christophec Fields

AcceP.ted and Approved:

INTERNATIONAL UNION, UAW

6y: Rich Boyer

L
T\lV\
\olrr('L
\-\ '(2'1~ -1 / 1
 A
E/O&C

(N-247) Cost-of-Living Allowance

(i;!.)Payment of Allowance; EffecL0J]OtheLPayments

8.11senioritY.emP.IOY.eesshall be covered bY.the grovisions of a cost-of-tiving allowance,~

set forth in this AgreeroeoL,Jb~cast-of-living allowance shall not be added to the base rate
for any cfassific?iliQ.O_OLaoy_general
wage increases. but 00IY.to each emP.loyee'sstraight-
time hourly earning§.,_

Thecost-of-living allowance shall be takenintoacco,uatin comP-utingovertime an!:1

shift/crew P.remiums,and in determining all contractual paidUmeoff. call-in Ray, and UAW
Sayjngs Plan 401 (k) contributions.
(
Baststor Allowance:
Ibe amountof ttteCOLA shall bedetermined and redetermined asgrovided be)ow onthe
basis of the "Consumer Price Index for UrbanWage Earnersand Clerical Workers,_(CPI-W,
All Hems Less Medical Care.not seasonally
Current Series, United States City..&£.!2r~g~.
adjl!§!fil!). All Items(1982-84=100),J2ublished by the Bureau of Labor Statistics, U.S.
DeP.artmentof Labor" and referredJo herein as ttte "tndex".

In the event the aIwr0Qriate Index figurE;is not issuedbefore the effective dateo( the cost-
~g adjustment, the cost-of-living adjustmen! thatis ceguiredwilll be made as soQn as
practicable after the receipt of the lndei;, retroactive 10 tile originaleffective date of the
adjustment.

In the event thatthe Index shall be revised or discontinued andJnthe event the Bureau of
LaborStatistics, U.S.Department of Labor, does not issueinformation whichwould enable
the joint Q.artiesto know what the Indexwould.have been had it not been revised or
discontinued, then the joint p~s will me.et negotiate, and agree upon an approRriate
substitute for the Index. UP.onthe fallure of the partjes to agree within sixty_(60)day.§,
thereafter, the issue of an ai:mropriate substitute shall be submitted to the Impartial
Chairman of the Appeal Board for determination, The lmP.artAal Chairman's decision shall
be final and binding~

.(b.)Amount of Allowance

For cost-of-living allowance adjustments effective during this Agreement there will be a one
~($0.01} adjustment in the cost-of-living atlowance for_eachnint: hundradths (0.090)
11(o 110/-z~
C)1j ,,rvl1'1D~ c:2.o
(__ D
 abovethe baS:-e
Rrior ~uarter's Index.
r change over and

In determining the 3-MoatbIndex fill a SRecified Q;filjQg,the comQ_,_1

==
[,ounded to the nearest 0,001 lnd,e,xpoiot.

The quarterly adjustment will be calculated by subtracting the Rrior guarter's]-month

average Index from the current gu.ar:ler's3-month average Index, dividing t e result by
0.090, then dividing that result by 100, Theresul1wHlbeJounded to the nearest Renny.,,

In no event will a de.dine in the 3-Month Average Index below 289.2.1 RrDVidethe basis for
a reduction in the wage__scale_by_job classification.

When a guarterly adjustment results ,nan increase, the adjustment will be adde..dto the
cumulative amoun1 of cost-of-liying allowance QreviouslY,calculated to arrive at the current
curnulaUve cost-of-living all:awanc.a.

Wb.eJJ..a
q~y will be sublractacUr.om
adjustment results in a decrease. the adjY,S:,tment
the cumulative amount of cost-of-living allowance QreviouslY.calcutat~d to arrive at the
curre-nLcumula ive cost-of:li~ng allowance.

lb.atthe ComRany's calculations in any_P.articularinstance were made

If the Unk>..n...cJai_m.s
not i accorda ce with this Agra,e_meolltmay refer the matter to the Impartial Chairman of
the Ar;meal Board for determination. The lmpartlal Chairman:s__decisjonshall be final and
b.i.oruo9~
An emRloyee's COLA P.aymentwill be P.rovide,dbas,ad_ontbe following table:

Bi-Weekly
. Pay,ment will
-AdJustment-b
~gm• . F·:·
1rst FuII
Pay Ending
1 December 2023 August 1 SeRtember, October 2023"
November and December 2023, and
2 March 2 4
January 2024
J Jun Febmary. Marchand AP-ril2024
4 SeRl- m. r 2024 May, June and July 2024
Q December .2024 August, SeP.tember and October 2024
November and December 2024 and
Q MarQh 2025
Janua[Y 2025
I June 2025 February. March aad ARril 2025
~ fumtembfl!t 20 y, June and July 2D25
.9 December 2025 Aug!.!§!, SeP.tember and c o 025
November and December 2025 and
10 March 2026
January 2026
11 Jun!;;l2026 February.March and ARril 2026
12 SeRternber 2026 M y, June and July 2026
13 Oecemb_er2026 A!Jg!.!§!,~Qtember and October 202.6
14 Marcb 2027
Novemberand December 2026 and
January 2027
1-Q June 2027 February,, arch and AP.ri 2 2
1S CC(Jo(-z.:;
o~ tfvJ ft'\l)U
 J.Q SeQtember 2027 May, June and July 2027
1Z December 2027 August, SeQtember and October 2027
Novemberand December 2027 and
la March2028 January 2028

*The first adjustment's three-month Index calculation will be based off of thaP.rior guarter's
average Index. The average Index from May, June and July 2023 is 289.128

For eachguarterly adjustment to the cost-of-living allowance during Jhe term of the
tigreement the amount of increase Qayable to emQloyees shall be reduced by ten cents
(.$0.10) or by the amount of the incr,ease, whichever is less. The rationale for the
aforementioned reduction in cost-of-living allowance is P.rovidedfor ComQany-incurred
inflationary costs associated with healthcare. The S!!m ofthe diversions during this Qeriod
will continue into P.erp.fil!.illy.,,

(Q) End-of-Contract Fotd-ln of Cost-of-Living AllowanceJnto Base Hourly Rate

Effective pay~g AP.[il30, 2028, five cents ($1).05) will be subtracted from tbe March
2028 cost-of-living all~ance and the remainder shall be added to the base hourly rate for
each classification, including minimum and maximum rate for SP.readrate classifications,
The five cants_($1L0~5) shall remain as the beginning cost-of-living allowance float for the
next Collective Bargaining Agreement.

1>ro{~a(7_
>
L 01)
/fW. m~H
(

E/O&C

Dual Source

SeP.tember xx, 2023

_(N-xx)Dual Source

lntemahonat Union UAW

Attention: Mr. Rich Boyer

Dear Mr. BOY.er:

During the course of th~s~_negotiations, the P-artieshave eng.§ged in extensive discussions

( regarding investment in new Qroduct allocation as a source of job security for employees.
To that end.l~e Unio.n has.'Sougbt assurnnces thatP.lO'•,ridesustain,ed employment for the
workfo,:c~s ruirt of these discussio~.Jh~a.many has sharoo the importanoo of
achieying_!filgets for key ComQany metrics. including Transformation Cost, Unplanned
Absenteeism, and Quality and the P-ertormancelevels of the US Manufacturing locations in
comP.arison to our global footP.rint. The ComP.any stressed the imQortaoce of g~y. not
only_as a necessity to P.rovide the highest levelsof customer satisfaction. but as a key
comP.onent of imP-rovingtransformatfon cost. The parties understand that in order to
achievaJong term success we must imgrcve in anare.asof perfocmanceL

As Qart of the Company's response to the Union's concerns, a significant investment has
beencommitted forthemid:cycle acltonuru1ru.irlgthe Ram 1sooLight Duty.DIJCE and the
all-new Ram 1500Light DutY.OT BEV and REPSSTLA Frame at the Sterling Heigh1s
Assembly Plant (SHAP) in 2024. The ComP.anY,has been clear that while Sterling Heights
Assembly...l6'.fil.produce
ICE...BEY. andREPBRam1500's,llnlay be necessa[Y.to establish a
dual source within NorthAmerica .1Q..Qroduce the Ram 1500 OT ICE once the BEVvehide is
launched at the Sterling Heights Assembly Plant to supP.Jythe market with sufficient
inventoryto meetmarketdemand,TheComQany_hasalsocommitted to maintain
Rroductiqn of the Peotastar Classic through 2024 and the Pentastar Upgrade into2028 at
Trenton l;ngine. Similarly, it may b~ ne¼!zssaryto maintain a dual source rorthese P.roducts
wi!hinNorthAmerica,
In resP.onseto this dual sourcing, the Union reiterated its concerns regarding_job security..,__
Toaclrlress these concerns, the Co_ropanY,commitsto thetonowjng~

L • Ibe Company will recognize SH8P as the Rdmfily_P.la.nt

to Qroduce both Ram 1500
WghtDuty OT IC~and BEVvolume during the term of this Agreement.
,~¥(\
/L,/)'J / J)

WtD I i,,?Jt-i--"?
 oAny...rgduclions in volume, whether through line sceed reduction or elimination
( of a shift will occur at the secondaey location.
• The ComRany will recognize Trenton Engine asJhe P.dmary_P.lant to P.roduce both the
Pentastar Classicand Pentastar UP.grade volume during the term of this Agreement.
o Any_reductions in volume, whether through Hne SQeed reduction or elimination
of a shift wlll occur at the secondary location.
• In no case will we reduce volumes aJ SHAP or TrentQn Engine without first storming
tb,eoverflow woduction for their respective P.roducls at the seconda(Y. location.
The parties acknowledge that flexibility and innovative,_work wactices aire key asP.ects of
continuous improYemenuo achievepedorrnance metrie,s targets and job security.
Conseguently, the Union commits to work with the ComRany on initiatives that SUP.P.Ort world
class guality cost and Rroductivity at SHAP and Trenton Engine.

Ver.y_truly_yours,
ECAUSLL.Q
f!y: ChristoP.herFields

INTERNATIONAL UNION. UAW

~y: Rich Boyer

~.\
rf' i )}
\U(ds

C17J16/~to/15
r

E/O&C

Salaried Bargaining Unit Outsourcing Moratorium

SeP.tember xx, 2023

(N-xx) SalariedBargainingUoit Outsourcing Moratocium

ntemationaljJ.ni_on,J1.fyj1

Attention Mr. Rich Boyer

Dear Mr.Rkh Boyer:

( Q.illing the2023, NegoJiations, Iha.Union an the ComP.any..Qi§cu$~ed the imRQrtanceQf job

seq,Jrity fQr jts emP.loyees/members andthe ComP.anyshares the Union'sconcern regarding
long term success and has worked with the Unionta P.Ursuemethods, including the. flawless
implemenlatioo oLSPW.wllich wilLimprove the viabifily_and comp~itivenes_s_of...m_i.r
QP.eration.The Company is committed to its P.2rtner.fil)jP.with the UAW in identifying
comP.etitive opP.ortunities for this ever-changiog business. As such, the parties agree that
FCA LLC will maintain jls manufactu,riog_pcesencein the United States.

FCA US LLChas maintained a long history of woducing cars and trucks in the United
States for sale at hom~aod abrnact...Io thatend, theCo_mpanyJlas committed thaUbe
following~P.P-.!Y to FCA US LLC UAW reP.resentedop..filfilk>JJ§_QQvered
by the FCA US
LLCUAW 2023National Agreement as discussed by the Qarties.
1. During these negotiations. lhe P.artiesidenti.fjed Rroduct and Rrocess WQrk
reRresented by the Salaried Bargaining Unit that will be retained through a
moratorium on outsourcing of existing core QradllCt for the life of the 2023 National
Agreement with the exceP.tionof certain exclusions as discussed bYJlliLRarties.
Additionally, the Rarties will discuss the oracticality of insourcing, in whole or in Qart,
work previously outsourced new work wbich_either P.artyidentifies as that which.might
be performed comRetitively focusing on maximizing the OQtimalusage of available
floor sQace.
2. The Company commits to insource certain specified UAW F.CA USLlC represented
jobs. This work will be retaioedfor theJ.erm of the 2023 t:i_ationalAgreement.
Additional jobs above those already identified will be studied with the intent to
insource work to UAW reQresented facilities if a Qositive business case is Qresented. "'\
3. !:Yrfil!ant to these discussions and P.rovisions of the agreement, and in coniunction
I
,, 47
lV /J.,\ 7
with the aforementioned commitment to 1nsoyrce work.a mo1atori.um on \v
/i1> \v"
°';E'o\
 outsourcing on existing core Jobs, will be imRlemented through the term ofthe 2023
Nahonal Agreement.
4. It is understood by the Union and ComRany that new P.rocesses and technology exist
in anever-changlng.mmpe.tiLiye market. To that endthe sourcing committee seeks a
mmitment frolJl the Con;rnany to consider the insourcing of wQrk thatwas RreviouslY.
slated to be Rerformed on the outside. There may be circumstances where new
Rrocesses and/or technology show favorable imRact in reP.lacing older methods...
5. Any issues that arise relative to theinterpretation of this Agreement or the
imP.lementation of the commitments contained herein will be discussed and reaolved
QY. the ComP.any and International Union. The commitmeaj exQressed in this
moratorium is intended to contribute significantly to our efforts to work cooperatively..1.Q
Qrovlde FCA US LLC emQI0Y.eesin UteUnited Statesimr.iroved job security_gy_
resRonsibly growing the business.

Very truly_yours.
FCA US LLC
ChristoQher Fields

!~lERNATIONAL UNION, UAW

fu: Rich Boyer

l
(

E/O&C

Make Buy Studies

Seplember xx.2.02.3
.(N-xx) Make Buy Studjes

lotero,ational Union. UAW

Attention: Mr. Rtch Boyer

Dear Mr. Boyer:

( llY.tiogthe2023negotiatlons. theirdeep concerns

the Unionexpressed regfilru!)g
thefuture
jQb secudty of the Salaried Bargaining Unit sP.ecifically relativeto currenlMake Buy Studies
that may_result in an outsourcing action. Both parties acknowledged the need for the
bargaining urutto remain ,competitive both troma costandoperational persRective. As a
resuU of these discussions. the ComP.any has agreed lo void and Rermanently_cancel the
following Make Buy_Studies for lhe term of the 2023 National Agr,eement:

o SPF-202 Designers
o SPF-213 MoP.ar QomP.ilers
0 SPF-215 DealecClaims Analysts
o SPF-248 Du abi it Technicians
o SPF-306 MoP.ar SP.ecial Investigations

In addition to the studies listed, no Make Buy Studies will be conducted concerning work
assignments which come within the scoo& and content of that normallY. assigned to the
Salaried Bargaining Unit at a P.lantlocation or unit for the term of the 2023 National
&greement.

Very_truly_y_ours,
FCA US LLC
.By:Christopher Fields
AcceP.ted and AP.P.roved:

INTERNATIONAL
UNION,J.!AW
.By:RichBoyer
r
FCA
E/O&C

Drug and Alcohol Program for a Safe Workplace

September xx, 2023

(N-xx) Drug and Alcohol Program for a Safe WorkP.lace

International Union, UAW

Attention: Mr,,_
Rich Boyer

Dear Mr. Boy.§L

(
During these negotiations, the Rarties discussed the Health and Safety.
implications of drug and alcohol usage iDttteworbP~k..Ib§_~rties re,cogojze that
emP.loyees who reP.ort for work under the influence of drugs or alcohol or eng 9ge in
the use of drugs or alcohol while at work r2utboth themselves and others at
significant risk of harm or danger. Moreover, such conduct imP-osesdetrimental
imP.acton the work environment in the areas of absenteeism, emP.loyee morale,
product guality,..QP.eratingefficiency,J.lJL{j_ul_fu:nately,
cu~Qrner sajisfac!!gn.
Regardless_ob,yheU1~.rdrygs or alcohol are being used for medical or recreational
P.Uri:2ose~.it remains the emP.loyee's resRonsibility to ensure they are not imRaired
at work at any time.

In order to maintain a safe working environment, the ComP.any may reguire any
emP.loyee involved in an on~the-job accident resulttDg in death, serious inju[Y
or significant P-f0P.ertydamag~. to submit to an alcohol or drugJ~. At the time of
~cution of this·letter, such testing wjll not include testing for marijuana becaus·e
the partie,s ~~go.iz~ that government !aQP.rovedtesting for imP.airment due t9
marijuana use is not yet avail~ble. Once a government am:Jrovedtest for marijuana
imRairment is made available, the Rarties agme.toinclude suchtestingas an
addendum to this letter. EmP.loyees tested under this letter will be in accordance
1Yilb.tb.e_Coq~orateTesting Policy with the exceRtion for marijuana as set
forth_ab_ove~ 611P.Ositiv,e_dr4g a licensed indeRendent
te.§1swill be reyiew..fil!._gy
Medical Review Officer. For th_e_RUrRoses of this Agreemenl,J.b& term "reasonable
L susRicion" is defined as an emP.loyee who either is in the ROssesslon of alcohol or
druga exhibiting vi~ibli,_,iigns Qf.unp~irm!>ntor uncbarn.1,_leris!1c behaviQf, ~ ~\ \~ , 1)
,, iv ~ ~ _?-.:? '/1/,,-'---,~-
.,;,/ ) 0
\CJ\ 1,,
' n\
• '-
-,,,f
I~/
,
,~v
,~ .
lj___
,
r;'J
/f{,1(;JG.
-
. q;\
rI
\ •.) 1 l 0
. JJffi
,
 It is understood that such tes1ing Vr'illbe limited to specific situations that
include accid~n~ lnvo!ving.P.rOP-erty_ damage that eguats or exce~ds $.fill.Q,fs!§tJlts
in a negative imgact to P.roduction or operatiom,.~rious injuries as defined
QfilQW, or when theaffected ~mP.loyee exhibits vistble sjgos. of imP.airment. Nothing
herein grovides for the testing of emP.loyees solejy on a random basis or for any_
reason that is not expressly allowed by this agreement.

Serious injury will be defined as involving:

a. fatality
b. Ey..§..lnjury(IOS$...Quye,or ioss of sight)
c. Head trauma
d. Cn.,1shjng_b_a.za_rdsor Fracture~
e Loss of consciousness
f. Blood loss that is Ille threatenJng
g. Amgutation, los~.Qf..sjgnific.fil)tfunction
h. Severe Laceration
1. 3
rd degree burns

In the event of a known or susRected overdose, the ComRany will have an FDA
apP.roved medication available for emergency treatment_9_Upc_ationsthat have
available medical §taff.

( EmRloyees with alcghoLor drug dependency: issues are able to voluntarily seek
assistance through the Emgloyee Assistance Program (EAP). However,
p~jp,.ation bY.an emRloyee in ?!.manag~g recovery wogram does not P.rovide any
form of disciRlinary immunity for any shop ryles infractions and/or gross
misconduct.

_£rQJ.n....JLtreatmentp.fil§R.f;Ctive,early detection of substance abusej!_Qd/or

intervention is critical to recovery efforts. To that end, reasonable susRicion
observation trainingJ-YlUbe provided to aRRropriate members of managemenL.and
UAW regresentalives following ratification of th~...§greement and annually
thereafter. Such training is int~nded to educate.!b!t..P.artieson the early...IDgnsof
,ctrugand alcohol abuse and/or _d_eP.endency and the detection of imRaired
employees in the workRlace.

___ V~e~rY.
truly_yours.
FCA US LLC
----=By Christop_h..fil..Eisilds

8rrnroved and AcceRted.

INTER~ATIONAL UNI~ UAW

L By Rich Boy~~ e'2·?.-J {:-/,,,.l_,,.,,-·

 FCA
Fl,,T CHRYSLER :,UTOM081LE~

September xx. 2023

(N-xx)U.S. Investment

International Union. UAW

Attention: Mr ..Rich Boyer

Dear Mr. Boyer;

As demonstrated below. Stellantis rs committed to establish long-term stability and job securityfor the
U.S. workforce. In turn. the Union understands that product allocation is achieved through strong and
sustained Dlant performance and is committed to enable Company success and thereby help create
stability and security for employees.

The follow1ng summarizes Stellantis' (FCAUSLLC}planned future U.S.investments, totaling approximately

$9.3 billion across 15 Assembly. Powertrain. and Stamping facilities and $250 million across MoRar over
the term of this Agreement. demonstrating the Company's continued commitment to the UAW and our
( workforce. Additionally, in supQ0rt of our E.V.transformation, the Company has other planned future U.S.
inve_stments,including investment in the three (3) Joint Ventures to construct E.V.battery plants, totaling
a 9.4 billion b 2028. In total Stellantis lans to invest a • 18.9B in the U.S.
during the term of this Agreement.

Plant Current Product FutureProductAllo_(;i!tion

202_3~2_();28: lnvestm!'nt
Assembly: ½-6.58
All New M1ds1zeTruck In 2027 {80,000~ 100,000 Units
B lvidere ~$1.5B
Proiectedl
Mid-Cycle Ac{lon u~dat1ng the Jeei;i Gladiator jJT} in 2023 -
Current Jeep Wrangler !Jl) will continue Jeep Wrangler iJLI PHEVuo~racie iri ~
Toledo Assembl:r: into 2028
Complex Jeep Glad,ator lHl PHE.VUo.?rade in 2025 ~s1.se
North & South Current Jeei:1Gladiator [HI will continue
into 2028 Next generat,on Je~ Wraptler lJ701_includm BEVam;I REPB
in 2028

M1d-C~1le Action W~~oniet LGrand Wagoneer (WS! m 2021:>

Was.oneer I Grand Wa11oneer !WSl REPSSTLA

!.!J.!r:~i.u.i;mg
Current RAM 1500 (D51will continue frame in 2025
through 2024
Warren Truck lncroducms Wasoneer I.Grand Wal!loneer !WSI BEVSTLA ~$600M
Wagoneer l Grand Wagoneer [WSI wil frame in 2027
on tin ueJ.!!i!l..lQ.28
2r• M1d-C!,l:deAction Wa~one~r l Gr~nd W~goneer {WSI in
2027

Mid-Cycle Action u ,datin~ the RAM 1500 li~ht Du"' fOfiln

Current Ram 1500 light Out:r:(OTI will 2024
Sterling Heights ~$148
continue through 2024 incll!:!l1ns ~5~ and
New RAM 1500 lii®t Dut:i:;{D__Il R!l!l ~f!,6
frame in 2024
 Mid-C:i:cle Action u12datingthe Jee12Grand Cherokee 2 row
( Current Dod e Duran o WO will {Wl 74l in 2024
conlmue through 2025 Mid-Cycle Action u1:1datingthe Jee1:1Grand Cherokee 3 row
Detroit Assembl:i: Current Jee Gra d Cherokee 2 row (Wl 75l in 2024
~s1.sa
Comp•lex {WL 74] will contmue through 2027 Next generation Durango {D6U), including ICE and SEV in
Current Jee1:1Grand Cherokee 3 row 2026
(WL 75} will contmue mto 2028 Next generation Grand Cherokee [J6U}, including ICE and
SEV in 2027
Powertraln ~$2.55B
Launch WL & LB Crossmembers in 2024
Continued 12roduction of various Launch EDM Gearbox Cover in 2024
engine blocks and com1:1onents, Launch GME T6 Oil Pan in 2024
Kokomo Cl.!L'll: ~$160·~
transmission cases and com12onents & Launch the EP6 Bed(llate in 2025
chassis com12onents Launch the EP6 Slack in 2025
Launch eMotors Housine and Cover in 2026
Current Product GME T4 DOHC wilt
Kokomo Engine --
continue into 2028
Current 12roduct 850RE Gen2 will
Kokomo continue into 2028 Launch the 880RE Gen4 in 2024
~$450\.<1
Transmission Current 1:1roductS1-EVTwill continue Introduce Electric Drive Motor Gearbox Covers in 2024
into 2028
Launch Phase I of Electric Drive Motor Gear Machining &
Current Qroduct 948TE will continue
Assembly in 2024
Indiana into 2028
Launch Phase II of Electric Drive Motor Gear Machining & ~$900M
Transmi ss1on Current Qroduct 68RFEwill continue
Assembly in 2025
into 2024
Launch e-Motor Assembl:i: in 2026
Pentastar Classic continues through
Trenton Engine 2024
Plant Pentastar UQgrade continues through
2028
Launch the GME - T4 EVO in 2024
Dundee Engine Launch the EP6 in 2025
( Plant
North & South
Introduce 12roduction of STLAFrame & Large Batter'.!'.Tra'.I'.S
2024
in ~$770M

Introduce Qroduction of STLALarge Beam Machining in 2025

Current 8SORETorgue Converters will
continue into 2028
Current 948TE Torgue Converters will
continue into 2028 Introduce 12roduction of STLALarge Front Cradles
Toleclo Ma!htn;ng Current HD Truck Steenng Columns Introduce Production of STLA Medium Cradles ~$270M
will continue into 2028 Introduce Production of Halfshafts
Current JeeQWrangler[Glad1ator
{JL[Jll Su11er-Module continue into
2028
s_@moinl! ~s2soM
Sterling Stam12ing ~tmve ci,ment roducts co su_11.Rort ~$16SM
lntrod~fon of fu\ure roducts to su Ort Detroit Assembl
Warren StamQing Detro t A~s~mbl•,,Comple~ Jefferson.
Com(21e~Jefferson, Warren Trucl. Toledo and Sterling
Varren Tn~k ToPedoand S erhn ~$85M
Heights Assembl~•and other North American taci ities
Height~ Assembll".facilities.

Joint Venture BatteNPlants ~$9.48

Belvidere Launch a new JV Batte!Y O(leration in 2028 with a yet to be identified business (lartner ~$3.28
Launch two (2) new JV Batte!Y O(lerations with Samsung SDI with the first scheduled to begin [1rOduction
Kokomo, IN ~$6.28
in 2025 and the second in 2026.

Mopar -$2S0M
launch new Belvidere Consolidated Mo(lar Mega Hub in 2024 through the consolidation of work from the Marysville, Chicago,
and Milwaukee PDC's ~$100M
Introduce Stamoine: ooerations in suooort of reolacement oarts for the Belvidere Mee:a Hub in 2025
launch new Fishkill, NY Mo12arHub in 2025 with the consolidation of work from the New York and Boston PDC's ~$30M
launch new Macon GA Mooar Hub in 2026 with the consolidation of work From the Orlando and Atlanta PDC's ~$30M
launch new Metro Detroit Region MoQar Hub in 2026 with the consolidation of work from the Centerline PDC,Centerline
~$30M
Warehouse & Packae:ine:.Warren PDC and Sherwood PDC
launch new Reno, Nevada PDC (:!rejected in 2027 with the consolidation of work From the LA PDC ~$30M
Launch new South Central Texas PDC 1:1rojectedin 2026 with the consolidation of work From the Dallas PDC ~$30M
 The parties understand and agree that the global and North American economies and vehicle markets
remain highly volatile and. as such,.continue to be unpredictable. Further unpredictability with volumes
and mix is anticipated with the introduction of E,V. product offerings withio our vehjcle lineup.
Accordingly, it is understood that the product investment and employment level numbers set forth above
are subject to approval by the Stellantis product Allocation Committee and contingent upon plant
performance 1 changes in market conditions. and consumer demand continuing to generate sustainable
and profitable volumes for all of the U.S. manufacturing facilities described above.

Very truly yours,

FCA US LLC

By: Christopher Fields

Accepted and Approved:

INTERNATIONALUNION, UAW
By: Rich Boyer

L
 CA
E/O &C

Employee Engagement

.(N-xx) EmQloy~g§gement

tntemational Union,~

Attention; Mr,RichBoyer

Dear Mr. BOY.er:

( During the 2023 negotiations, the Union e;sQressedLts__desire for the ComQanY.to
eng§ge in effort& to gromote customer loyaltY.from emgloY.eesand theiLfrlends and famiJy
members. The ComQany~gursue markeJi09..QRP-ortunities
to encourage brand Loyalty
and in re e •gloyee ambassadorship wlthin its local Caciliiies.To that end. the CoroRany
explore utilizing media outlets suchas theHUB, social media,
and the Union shall jQ.in.Uy
and ComQany websites to facilitate connecUng its emQloyees to its 12roductsand services,
The partieswill meet bi-annually to share informatioo and ideas to achieve a positive
emQloyee vehi p_urchasingexgerience including suQRQ!1ing_MOPAR and the dealer
network.

Very truly_y..Q.Y[§,
FCA USLL
6Y.Christopher Fields

Accepted and Approyed:

IJ:::.IIERNATIONALUNION, UAW
fhi:Rich Boyer

L \\J-iA to l aJf-i-3
\'7 0L lo/ 3o/ 23,
 E/O &C
------

Payroll Deductions to Obtain Company Vehicles

.(N-xx) Pay19.ll..Declucijonsto Obtain ComRanY.Vehicles

lntemalional Union.rn

Attention: Mr. Rich BoY,er

( Dear Mr. BoY,er·

During 2023. negotiations, the P.artiesdis,cwised the feasibilHy..ill,proyiruag bargaining

uni emP-loyees the convenience of P-ayrolldeduction asa means of P.aymentfo1 obtaining
Q.QmP-anY. vehicles. The CoroRfil!Y.slated that while there is no current system to facilita~
this Rroc.ess.the P.artiesagreed to exp~Rtfons available to emRloyees for P.aY,roll
deduction whe p,!,![ChasingComP.anY,vehicles within 90 days foliow·ng ratification of this
ggreement.

Very truly_yours,
CAU I •

fh Chrisl0P.her Field.$
~P.ted and rmroved:

INTERNATIONAL UNION, UAW

6yJ3icft Boyer

L ~·\~ \\) f :D f-i")

?1 L- '8 / ~0/ z_3

 E/O&C

Early Production Vehicle Driving

eeteber ~4, 1996

IAl-erR&BeAei-lj~

AHeRtiOl'll~r. d8el( Le5ltewski

Dear Sir:

efnf;llo•,ees·::!:~~~=tfle .oommt_negoHetiofls, the Ur,ien f'6isea the-t55tl

u . . . ''1 P"v...-t!OOOA .,.e,t:1101-es-et
En AettHh G . . ' ,· __ A,iffiy
an a 8f!'1Ptto ideAtify prebleme ee~)""iA¾l:te rod~ : eorporat1on s essemely6plent-s--iA
( t~eveh1elc. and whethCF sueh '*'erk ..~ 9 m "f3' t!€lte~ee 55 li'lal-m&y-e-lfeettAe quahty of
Pfo1,,1ir;g
Groo11€!s-Test 9rilffl, . .. •· ore opproprmtely weFI,lo be pcrfoFA1edby

!he Corporalion ad•vised the un· f.

CHRYSLEl+GORPORATION
By T. CellagAef
Jur 1f,i/J.
3

Aooepted and Appffi'll'Cd:

~=:UNJON, UNN
AlA 9)1--1/

,s 11,~
r"?) lVlDH
AiJ /)~
 E/0 &C

Metal Working Fluids

Oelober 22, 2016

(163) Metal WerlEiAgFh~ias

AMemtew.-Mt:-Netwoo~H. Jewe II

Dear Sirs:

( -Btlffflfl t-heoen~ooe,;-l~Flies~iseuosee~~~
workiR!J flt1iE!s'l+'ilhinthe Com~sn:;'s ~aeimics.The 1:101"4.ies
l!=lee:M:13osufelevels of metal
FCCO§Aii!e that lhe Goffipon•; ha-s
made great slrides in the post fe,,.,years iA improving our ptents' en<¢,rot:imenls.0dr new
faetltlies-havc been CR!i'Jmeer~itfl-stgt'lffle0fll-aUention to employee heellh end safety,
resultiAg4n metal w-erWFtQ fluid le·.relswell below 1.0 mg~Ml. Moreover, as new equipment
has been placed in e)(isUng feeililies, similar Festllta harv·ebeeA oct:lie'lled. Liltewi3e:-ffl
e*isiing fseUi!ies, a ·.ioriely of means a Rd effort-s associated wHh eurf€Al ey1sleflis Aove
~ted if! iffit3Fcssi~ro+ements ever J;Jfee:1<tstinr;,
eeAeitions. ::rt=wseefforts and ne·...-
loeling (iAsle!lea ond projeeted) ol e:MisliA§Ifoei~a~tfceHy red1::1eee-&vef&U
Company mist le·,els. In foot, iR those loeations with no 1N installe~ions, ••.,.et;elielfe U:iee¥efafl
en·.-lroAffi@ntal0:"teregefor the area or plant is al or belm•10.5 mg/M47

The Gompaf'ly ed,ise-d the Union ef eur intent ~ocofltlnue sifllilef efforts lhrnugAout-ft
life of the current AgFeement :ro that end, w-e>tviU endee•v•orto engineer and desigA ACW
~e-ettoln a lo·.-elof 0.5 mgfM3 time weigl'l,ted avemge (TVVA)fo.r initial production
Sfflr1 uf). Ft1rthermore, e'1ofts will be made le aUaintl'liS le·,et eHcr s~ert up. Moreo·>'er,the
Company agreed ~hat,f-or its e~tiSlingequipffiefll, H wiU slri..-eto eon~rol m+st4ev-e~
Company e;i.:posur-eguideline of 1.0 mg(Ml or less.

Mee1eal StH"IC iUeu;ee (eons·sliRg ehl-sleAaat~ptoms q uestioM~ire}

fer fe5r,i,eto1')'effects-of metal wondng fluids 'Nill be offered to employees-w~e Fe91:1leFly
~~ieFtS wi~hrnelal worM•fluids. The qtiesHoRneire will es msde ovaileble !o
woricers en aA 8flAUal basis aAa/er whei:i H'ley">1isH ~/:leffieelieal depaftment-lf:le-st&ttlS:-ef
lhe medieal surveillance pertieipation 'Nill be-doeumeAted at--01/'Jeel<lylfleidenl Re·1iew
Boord Meeting (WIRBM).
(_ Dttfirig the life of this A@reeffiefH,r:,e•NeRfetiA
plant~performtng moel'lining operntioAs

oh"!'i;";(;:i~~••mi>ir" mis! le,els b•s<a; &

will eeFtauetfflist mapping on o biennial bosis-:-Eael'l--fflep-wtflbe doled and eoloFcoded to
~~ 9eideaee, !er eaeh My iAe6<fl JJf
1j,r};,
1.. l (') ~ ~ 1
I /\'-' " A I .. I
 departm@Rl where machining opereUons ors pefformed BRO mess whef0 mist may be
reesoneibly C)(peetedkrmigrate. ~nodEJiUon.t~ldl-lSG OAd Gorporole-4P~
will €OAduetBA eAnual review of plant mist maps, wilh-rnofe fref11::1eRl ffiOpping eornpleled ift
areas of employee concern and,'or ·.vhere changes to the operatioR!procos,s Fl'lOY impaot
~ mist levels. The Gom~ony agrees ~oproviE1ethe UHSG and tl9e UMl'.' -HoalU<i ane
SeJetyTrainer at oUeeree r,lants, speeialiceEItro►ning in fflist mop~g. ineltt~ tl=ie-useof
e:>usling-lndustrialHygiene direct read air sampling equipment. Tl'le Plant LJH8G may
eeeeff'lpBR'f tt-10Cen'lpm1y lndustPia!► lygientsl auring ~heffiist ffiapping. =TheNJG .,,.,rn
ee.
~~e,s~-~e~lonl WtH'~in90 days-Of i+9-eemplcti&'I. The
NJG s~all re·,iew suet, inf-ormatioA and determine if an·r additioAel ffiOpping is requiFed.

Rocer=ds of leboretor1 lestiAg end eeolOAl eddiliOAS will be FAair,teined and, upon
f~esl-;-fflaee ovaHoble to the-b:IH6G. The Company will oent◄nue ~e iFAplement lt.s Otttt:1
testing end maintenance es defined in iiS IH 4 BulletiA. Any fflodiffeetions to 11-1 4 will be
,e,,iewed, in ae110nceof issum,ee, to U:ie-\:::Jnienat o NJ6 meeting. In order to assufe the
~reeefd9, they will be included in the S §8 audit. FuRAefffiere, st meel=lifling
r>lants,fAelalworki"'giluid ffiOiAleAanee·uill be added to ~heogeAde-ef...ot'le WIRBM. peF
meAth. At U:iat meet+ng, any a•,raUaeledata regaFchng Mopping and air sampling results may
be EJiseussed.:rhe parties also may F0'9'iew U>ielrperformance en the ventilation system
pt'eW:ftij't'C ma inte~-Ree;:M'·Ot}ram.Final~wlwefk+Ag-ftt!td-ffia iA len anee audit mo du le
will eentiAue le be pa,:t ef tta,eNTG audit.

A subset of t~TG Audit learn eonsisttng of one (1) Mar:ogeFRsnl ane one (1} Union
eudi~er will be ~1'8iAedto eanducl o perlorFAeAeereview of vcnli~elion equipment. Du~---lfte
life ef this 1\-§rnemenl,H,:s k?effi win 13erlormWffl {~) unaAnouneed spet ehecr1s-efthe KTP
'f'entilalien systems to confirm compliance 't't'ithprevenlive maintenance Fequiremenls. The
team will be trained, utili2in9 su~plier(s) of airAaAdling equi-pffteAl feHl-'lc Gomf:tMY, 1nH,e
( 19,eeessaAd procedure Fequired to conduct SdCA at1assessR'lent.

Periodic joint induslfiol hygiene '1>

1
isit-s-wtllcontinue lo be condue~ed by tt=ieCompany
0fl€f-UAW lndt:JS4r+aJ-Hy~-staff5-el o~I powefffl'tifrf;)ioAl~~ng ffiOChirn~-epe,etieAs
with metal ,...-orldng flutds. Reports of tl=lese tirisits,-elong wUl=iO:ieir Jindings, shall be reported
annually to the NJG.

Very twly 'fOUF5-:

FGAUS Ll:G
By GlenrrShogena

Aeeepted and Approved:

INTER~4ATIONALUN~OP{UAW
By Norv.'ood H. Jewell
 E/O & C

PerformanceBonus

Deceml:ier 16, 2010

( 198) Psrformanee Bonus

IAl.efflBHet'le! Union. UAJN

AHefll.feft~rs. Gynthie.E~tl'Sds

9ear MFs. ~ada:

( Pef'ret'fflaflCC .. Ill be ffledc to each eltt}iel s,eoiorityCfflployee ln
•'FRonts...
a. eeee,den ··m-ttte-= ewing tabk¥.-

J ;

Payable 9tfffA'9 1
•
Eligibility¥€af Amount
.I the Week EndtA§
9
~
('\ ")0/ ~1
S~lember 1v, 9eeember 2 ,
September 2018 through Qtfatiffee ~
9:-2019 SeptembeF 8, 2010 eaFAiA§JS ··- _ -·- ·- -
:~-- --.. • September 9, =-. - · 1 Septefflbor-48-;
• SeplemeeF 201 g lhrough Quahf1ed ~
7, 2020

SepteFAber
, •24
Sef)tembe! -~· ~~~~
• -Sep4~mber 7,
a020~f~A
September➔, 20~1-
Earnmgs
!=ii _.

Qual1hed
..
. .. _
Sep~eml9eF ~9,
~
. .. ·--·.. .- . ,
--
Septem&ei=
September I>,2021
l-hmugh September 4,
I Quel~J1ed
3%:e!I Seplember
~
16,
5, 2022 ~ __...._Earn1_r:1gs
__ _
 Sesi§Aeted eligibilit," dale falls.

Oualifte~. as used hcrciA, eff! defiflcd as iFteoffie received by eA eligible

Ct'Apleyee f.tom t:he Got'Ap&nyduFiAg the Performance Bonus eligibility year resulting froffi
lhe follO'ti"ing:

Shif~PfemitJn:r-

VaealioA P.ay

Berea>+<ement
Pay

Gall•IA Pay

" Including O•o'erUmc,Saturday, Sunaa·,ena Ho~ido·1PfeffiiUffl Payments

( b) Ellgible employees am defined as fello>.\'S:

i. Se¼OfledBoFgaiAiAgUAit em~loyees ~ired prior to April 16, 2010 whose weeltly Fetea
'Neeldy rates of their respectil"e grades prior to the year
ere et or ebo'o'Clhe rna;ic:imurn
U"lePerformance Bonus is f)ftie
iH'A'hief'I.

ii. Sola~ied Bargaining. UAit employees hired oA or after April 15. 2010 whose
v1eeldyrates are at or above the mo~imuffl y_.•eeltly
rates eHheir respeelive gmdes
1;1fiorle t~ ·n-wflie~e-Pe#offnanee Bonus is paia

c} Employees ~~otEligible:

i, Salafied Be,gaining Unit employees who have reeei·~edeither 0 Phase up or

o Pr=emoHm=iolincrease durmg ~he eligibilit) year in wF11eh
H'ls Pertet'ffiOF1eeBonus is
pai+.1-:

ti. Salaried Bargaining Unit employees bcle•u lhe l'flfl*ifflum '+'t'celtlyFBtc of their
respceli'v'e~rodes ck1~e cligibilit)' year klr whioh the PerfeffA'eAecBonus is~

An employee who-retires dttring the Pertormonec Bonus Eligibili~ \leer

beginniAg SepleFAber10, ~8 or Septefl'lber 9, 2019 of-8eptcmber 7, 2020 or SeplcFFlber
6, 202~ and wtlo, but for stte~ retiremeAi, would have had seAiorily es of the desigAeted
respee~>wecli~ibili~ eeto, sl>lellqt:mlify for ~he Perfon'f'anee Bonus es defiAcd besed orHhe
~~tlft1iffed corAings duriAg the eligibMy )'ear as deliReEIol9e-ve.

In tho ooso of on employee ·Nho dies duFing4hc Pcr:fol"fflanecBonus Eligibility ¥ear

L beglm:ting September 10, 2018 er Septembe, 0, 2019 Of September 7. ~020 OF--8ep\cmbeF
6 2021, e.Pertorn:ianee Bonus shell become payable as if the employee were a sentority
1

em~lo1ee en ~hedesi!1:JneledeligieiJ.lty-ee-~1:1-loted boscd on the c~tt&M~

• IP /1...~/
?J i\11!)1.i 0iil
~ 0d ~
(

L
 FCA
E/O&C

Hiring of Per Diem Nurses

Oelober 22, 2e1-s

k'llCfFI0UOAel Union y~,r9

I

AUention: Mf. Nofwood 1-f. J e•••Jell

(
9eer Sirs:

Btil'iAg
currentty IAese Aegotiatio
v.iorlting '
fo; 4. . ns, the Union e)(pressed ii
pesilie••. A<, lh; Go,ohe G8ffipesy we,e eel ees!!ffie..': eeaee'" !Ml pe, diem Nu,ses
i,es,t;oos. lhe Gem p~ny P"'"""" lhe ""'"' oelifi d •• po!eR!iel eeaffida-
~••lilied e"6 whe .:;''"g"'•• to ~i•e eossid!...!io •~ ee•d•d•te• w"8 have
. "eonsiderct1
• e•p•essed ,a1e,osl Kl~ e1ng per <J;e"' , 10
e """""t fo
posted~-•
u•
. ..., s ...1,o"''ore
epeA
'lief)" t,oly yeu,o 'er, opea 11,11 linrn ;,osilioA

FSA US LlG " •

By Glefln 8he§C"8

Aeeepted and AppF0ve&.

~!~R~~,ATIONAL Ut-JION, UAW

. y Of\.OOd 1--t.Je'tvell

~ ~('V\\'i7
. )

"1DI+
l oiJ A'I?A
-6~ s/~:J/)?
(
-
FCA
( ' I I

E/O&C

Nurse Preceptor

Oelober 22, 20il 5

O&G&E
{208} NljfSe Preeepto,

• YA'"'
tniernetieMI UA1ef}, n

Attentien: Mt. ►~orwoe 0 H . ...-e···eu

w

(
Deer Sirs:
• ea the tos, {
au,..... ,.•• ···ill receive the
I ol lffliRIRg fl

ies agree 1ha~Nurses as~~:;+A~ es o ~JUFscPreeeptor.

E le=y rate f.or the--hotlfs spent

Very truly yours,

FCAUS LLG
B··1 Glenfl S~egeAe

Accepted ond AppF0Ycd:

fN1"ERNATIO~~ALU~JION,ul:JA'~'
8•·1 Nor#ood H. Jewe*I
(
A
E/O&C

Professional Affiliations and Required Licensing Fees

Oeteeer 22, 2015

O&G&E
(210) Prekssieflel AftiliatioRs aAElRe~uir-ed l:.ieensing Fees

Dear Sir~

( 9ufii;g these negotiations, the Union discussed ism:1esFelsted lo lhe~ursing~nff being

stmngly oneouroged to remain current in their profossional l~nowledgeby joiniog or
StleseR~e-sl$Hlnd local FOedioelsooieties end ioumals, ineludiflg the American
Assooialion of OeeupetioAal Health Nurses. Speeiheally,the issue raised lmmlved the
appfopriale membership fees associated with profcs'3ionol grOl:tpS. To be-considered ~oflhe
above, approval-ffiwl be secured froffi MonogeFRentiAad·,eAee.

The union was advised that each bargaifling unit 'NiH-be---sl~

opportunities for ~~e-sltile ocoupalional t:ieaHheoAFereneefor the Ooeupationel
Heam, Nurses in tAe fe!lowtng FAanner:Bargaining unHs ef 20, or more, f1::1IItime
oeeupational nurses will be allocated one attendee annually-for every 20 fttlMime
oeeupotionol nuFSeson reH:

Similarly, lhe Union discussed eoneems fe§l0feliA!;l lhe reeiutremenHftEMlhe ~,ufSi~-sta#

rel'flain eurre,H with s~ete lieeA:Sing.Tt1~ree ~hot oH fees required as a eoAditien er
employmenl-wMI eereifflbursed.

Veryiru~
FGA US LLG
By Glenn Shageno

Aoecpted and Appro•,ed:

l~HERNMIONAI::. UNIO~,. UIW'J

By Nor.vood H. Jowell
'15/ ~ re,
/-z.:J MDH
\~~1-(/:J
L 1-H~J\
0.11 0\/1'1/J.7
 II •t ,

E/O&C

Clarification of Section 45 (b)

December 16, 2019

OC&E
f2-~t-G~Jte&HoA of SeetfoA 46 {b)

IA1erno+ional
UnieR, UAAI\/-

A-tt<rnlion:
MF9.CyAthioEs~

Oeo, Mrs. EstFada:

During the course of these negoUatioAs lhe parties discussed and clarified the
( ~~&ions of Exhibit B, +he Ufe, Disability and Health ~aFe--Benefi~s Pr~ram-speeHieeU~
leUer (B 7) Disability Eva,ualioo Prograffl (DEP). 011dlhe Eng+neering.~ffioe & Clorieal
Agreement, Section 46.

This '#ill coAfirm our underslonding lha-tthe c.1tafftffle¾ierreond~&t:J-ooer lcUer (8 7)

Disability EWtluaUonProgmm is fin~·and binding on ell the paAies for disability benefits.

Hts ~urtheragfeed the employee may reques! an lndependen~AHe

geclioR 45 {b) after being found "Able" or "/\b~ewHh RestrioUons''on ~he DEP eKam.Tl=lis
mmm w+ffbe final OA<:1-1:MftdiAg
tor SeflteFiWpuFJ9,eses.

Very truly yours,

FCAUS LL€

By: Glenn ShageRe

Accepted and Appro~

I~4TERNATIONALUHlON, Y./!N"I

By: Cynthie Estrade

/0/0B/i5 .A½.A,~ }] 6/0']

(A~Dft
ev-L 10/ Jo) 2·~
L o,j
(

E/O& C

Performance Award

f23,7)Perfo:·manooA:Nard

~otiono1 Union, UAV·l

AUentiefl: MfS. G·;nl~tfElea

( Deaf Mrs. Estrada:

Bttf1AQ4tleetiffeflt Aegotie,ions, lhe parties agreed lo pr,0·1ideo-Periol'fflanee

Awafa re,e,·meRl to-eaeh eHgiMeemployee represented by the UnieF14A-aeear-ea~
foll01n·ingtable:

Payable During Wool<

Eligibility Date Amount
Ensing
May 1§, 2929 $§00 dune ~ 4, 2929
May 1§, ~g~~ $§00 dune ~a.292~
May 1§, 2922 $§00 dune ~ 2, 2922
May~§. 2923 $§00 dune 11, 2923

.. ~-ligiblee~ployees ore defin_edes lhose 'tVhosesta~ill'H~e--GofAf:)&ny as of-1.fle

ehg1b1hty aste Is er,e 6Hhe foflO\VIAg!

• Aeti·t'e with seniority

• 9A-temt3"emry
layeff status
• ~fto-Meeiea4 Leave Aet

• :: l:ee't·eef AbseAeewh~eh-hes-Aet
cxeeedet'Ininew ~991aays-es-eHheeli-§iibiutjt-

L (W ~S
/o ·Z~-"11 t',i)1t
/f
/()/z&-/2-3

11v' G21--v1
 Accepted