FORD CONTRACT SUMMARY: HOURLY WORKERS NOVEMBER 2019

HIGHLIGHTS

● New Jobs/New Investments: Over $6 billion of product investment creating or re- taining over 8,500 jobs. Nineteen facilities will receive investments. ● Ratification Bonus: The contract establish- es a ratification bonus of $9,000 for senior- ity employees and $3,500 for temporary employees. ● Wage increases: The contract provides for 3% GWIs in the second and fourth years of the contract and 4% lump sums in the first and third years for eligible permanent seniority employees. The 2019 UAW Ford Hourly National Negotiating Committee. ● Health Care: There will be no reduction in health care benefits or increase in costs to members. New discount costs for retail clinics and telemedicine. ● Temporary Workers: Current temporary A Message to UAW Members workers are eligible to become full-time seniority employees with the potential to reach top rate during the life of the con- at Ford tract. Dear Brothers and Sisters: ● Progression: All current permanent employees will grow in to parity in the life of the contract. Your bargaining committee appreciates the solidarity of our membership ● Profit Sharing Formula Maintained as we worked to achieve key gains through the collective bargaining pro- cess. ● Pension/TESPHE: A one-time contribution of $1,000 to the Tax-Efficient Savings Plan From the outset, your brothers and sisters, Local leaders, and bargaining for Hourly Employees (TESPHE) accounts team members identified key areas of concern to focus on throughout this for employees hired or rehired before Nov. process: a clear pathway for temporary workers to permanent status, short- 19, 2007 or in a skilled classification prior ening the in-progression period, maintaining our current health care benefits to Oct. 24, 2011. and cost, and increasing our share of profits. ● Skilled Trades: Two $1,000 lump-sum We have job security and future work in many of our facilities; your payments in 2019 and 2021 for use toward tooling. bargaining committee set a clear goal and accomplished this goal, by hav- ing agree to $6 billion in product commitments and ● Legal Services: Plan benefits have been maintained and extended to spouses of other investments that equates to 8,500 new or secured jobs in this country. UAW active and retired workers. This process is never easy, but you can be very proud of your bargaining ● Retirement Incentive: A $60,000 bonus committee for putting in a lot of long hours and days away from their fami- for all production employees and up to lies. From the both of us, we are grateful for the opportunity to fight for you 200 skilled trades workers who retire as with this committee, and all the staff from the UAW Ford Department coming determined under the normal and early in as strangers and leaving as family. retirement provisions of the agreement. ● Job Security: A moratorium on outsourc- In solidarity, ing. A moratorium on any plant closures except for . In the case of Gary Jones Rory L. Gamble Romeo all jobs to be protected and trans- President Vice President and Director ferred to nearby Van Dyke Transmission. An assistance package for retirement-el- International Union, UAW UAW Ford Department igible Romeo employees. A commitment to a Flat Rock viability strategy for new product. A commitment to Buffalo Stamp- ‘Changed Pages Book’ on uaw.org ing and securing future opportunities to the The “Changed Pages Book,” which contains the recently negotiated pro- plant. posed changes to the contract that the UAW and Ford Motor Co. tentatively agreed to, can be found at uaw.org/uaw-auto-bargaining/fordcontract/

1 Significant Economic Improvements

Substantial Economic Gains for Production and Skilled Trades Employees

Economic Gain Value Effective Date Signing Bonus 254C $9,000 Upon Ratification Year 1 Lump Sum (4%) - Estimated Value 11A $ 2,700 Prod / $3,200 Skill December 2019 Profit Sharing TBD March 2020 Inflation Protection 13A $1,500 June 2020

Base Wage Increase 3% September 2020 (Applied to Top rate and Grow-in rates) 11A Profit Sharing TBD March 2021 Inflation Protection $1,500 June 2021 Year 3 Lump Sum (4%) - Estimated Value $ 2,800 Prod / $3,300 Skill October 2021 Profit Sharing TBD March 2022 Inflation Protection $1,500 June 2022

Base Wage Increase 3% September 2022 (Applied to Top rate and Grow-in rates) Profit Sharing TBD March 2023 Inflation Protection $1,500 June 2023

Production Wage Increases $9,000 and up Skilled Wage Increases $11,000 Value of Economic Gains

Typical Production $29,500 Typical Skilled Trades $32,500

Wage increases and lump sums are based on 2,080 straight time hours for eligible employees. Production employees become eligible for lump sums after reaching top rate for 52 weeks.

Profit sharing payouts were worth over $33,000 in the last four years.

2 Significant Economic Improvements

All seniority full-time production workers hired prior to the effective date of the 2019 contract are eligible to reach the top wage rate by the end of this agreement. All manufacturing members, not yet at top rate, will be paid in accordance with the wage schedule below and their Substantial Economic Gains for Production and Skilled Trades Employees weeks worked. Those eligible temporary workers who will be converted to seniority full-time status in calendar years 2020 and 2021, also are covered by the table below. 130A Economic Gain Value Effective Date Signing Bonus 116C $9,000 Upon Ratification Wage increases for full-time employees hired prior to the effective date of 2019 CBA and not at top rate Year 1 Lump Sum (4%) - Estimated Value 11A $ 2,700 Prod / $3,200 Skill December 2019 Pay Rate Year 1 Increase (after 52 Year 2 Increase (after Year 3 Increase (after Year 4 Increase (after Final Profit Sharing TBD March 2020 Effective Effective ww) 52 ww) 52 ww) 52 ww) Increase Inflation Protection 13A $1,500 June 2020 9/14/20 Years of Effective Base Wage Increase Service at to 9/13/20* After initial 9/14/20 to 9/13/21 9/14/21 to 9/18/22 9/19/22 9/19/22 to 9/3/23 9/4/23 3% September 2020 Date (Applied to Top rate and Grow-in rates) 11A Effective weeks worked Date Current Rate increase Profit Sharing TBD March 2021 <1 $17.00 $18.00 $18.54 $20.09 $23.69 $24.40 $25.46 Top Rate Inflation Protection $1,500 June 2021 1<2 $18.00 $19.50 $20.09 $23.69 $24.72 $25.46 $26.52 Top Rate 2<3 $19.50 $23.00 $23.69 $24.72 $25.75 $26.52 $27.58 Top Rate Year 3 Lump Sum (4%) - Estimated Value $ 2,800 Prod / $3,300 Skill October 2021 3<4 $21.00 $24.00 $24.72 $25.75 $26.78 $27.58 $29.71 Top Rate Profit Sharing TBD March 2022 4<5 $22.50 $25.00 $25.75 $26.78 $28.84 $29.71 Top Rate Top Rate 5<6 $24.00 $26.00 $26.78 $28.84 Top Rate Top Rate Top Rate Top Rate Inflation Protection $1,500 June 2022 6<7 $26.00 $28.00 $28.84 Top Rate Top Rate Top Rate Top Rate Top Rate 7<8 $28.00 Top Rate Top Rate Top Rate Top Rate Top Rate Top Rate Top Rate Base Wage Increase 3% September 2022 (Applied to Top rate and Grow-in rates) Read from left to right Profit Sharing TBD March 2023 Inflation Protection $1,500 June 2023 * Employees who will receive a step increases after 9/14/2020, will receive a 3% increase on their current base rates on 9/14/2020. Top Rate is the legacy classification wage rate

Production Wage Increases $9,000 and up Employees already at top rate will earn GWIs and 4% bonuses in line with their eligibility. Skilled Wage Increases $11,000 Value of Economic Gains

Typical Production $29,500 Typical Skilled Trades $32,500

Wage increases and lump sums are based on 2,080 straight time hours for eligible employees. Production employees become eligible for lump sums after reaching top rate for 52 weeks.

3 Significant Economic Improvements

Rawsonville and Sterling Axle Plants 132A-133A Improvements have been won to max earnings for all seniority full-time members working at Rawsonville and Sterling Axle Plants. Workers who reach maximum rate of $22.50 at these facilities, listed in the table below, will become eligible for a 3% increase on September 14, 2020, and on September 19, 2022. Members who reached the maximum rate on August 26, 2019, will not be eligible for the 4% Performance Bonus in December 2019. However, they will be eligible for the 4% Performance Bonus in October 2021.

Seniority at Effective Date Base Rate Less than 1 $16.25 1<2 $17.16 2<3 $18.06 3<4 $18.96 4<5 $19.86 5<6 $20.59 6<7 $21.22 7<8 $21.85 8+ $22.50

Members who hired, rehired or reinstated on or after the effective date of the 2015 UAW Ford National Agreement will be placed at a rate in accordance with the table below.

At Date of Hire $16.25 After 12 Months $17.16 After 24 Months $18.06 After 36 Months $18.96 After 48 Months $19.86 After 60 Months $20.46 After 72 Months $21.07 After 84 Months $21.70 After 96 Months $22.50

4 Temporary Workers 43A

Your UAW Bargaining Committee was successful in negotiating improvements for temporary members, including a path to full-time status for all current and future temporary workers. A defined maximum per- centage of temporary workers will be established system-wide, as well as for each individual facility. Your UAW Negotiating Team was successful in bargaining for all rights to the Grievance Procedure. Temporary employees will now receive paid personal time off and will be eligible for Holiday Pay even following a full week of a temporary layoff.

Path to Full-Time Status Weeks Worked Replaced Number of Temporary All current and future tempo- with Ford Service Date Workers Now Limited 43A rary workers will now have a The method of using weeks worked Your UAW Bargaining Team defined path to full-time status. for converting temporary workers to was able to secure a maximum • Upon January 6, 2020 full-time status has been eliminated percentage of Temporary work- all Temporary workers with 3 or for determining length of employment ers to be used by the company. more years, from their most re- for full-time hiring after the Prefer- Only 8% of the total number of cent hire or rehire date as a tem- ential Placement Hierarchy has been UAW-Ford workers systemwide porary worker, will be converted exhausted. The new mechanism will will be allowed to be utilized as to full-time status. 14C be identified by using their most re- Temporary workers, and only 10% • Temporary workers who cent hire or rehire date (Ford Service maximum at any given facility, reach 3-years of service from Date). 48A unless otherwise approved by the their most recent hire or rehire national parties. during the 2020 calendar year Temporary Time worked to be will be converted to full-time credited Upon Being Converted status. 14C 49A, 46-47A to Full-Time Status Full-Time Needs Filled at • Upon January 1, 2021, Your UAW Bargaining Committee Plant First and Then to eligible temporary workers with was successful in negotiating that time 2 or more years, from their most Preferential Placement Zone served as a Temporary employee will Your Bargaining Team fought recent hire or rehire date, will be be credited upon converting to full- and won language to convert tem- converted to full-time status. 46A time status for purposes of Proba- porary workers to full-time senior- • Temporary workers who tionary Period and Wage Progression ity status at their current plant fist. reach 2-years of service during for those converted in 2021 and later. If there still is a need, temporary the 2021 calendar year, and there- Upon being converted to full-time workers will be offered in zone after for the duration of the CBA, status all workers will have their Ford in order of greatest Ford Service will be converted to full-time Service Date backdated 90 days. Date. 48A status. 46A All conversions will take place Temporary Workers Receive the Monday following the anni- Paid Personal Time 52A versary of their most recent hire Temporary workers who work at Improved Schedules for or rehire date as described above. least 120 continuous days, but do not Temporary Workers exceed twelve (12) continuous months Your Negotiating Team rec- will be eligible for 16 hours of paid ognized the hardships current All Rights to time off and 24 hours of unpaid time temporary workers endure with a Grievance Procedure off. Temporary employees who work three-day workweek. They won Temporary workers will now be greater than 12 continuous months, language for temporary employees eligible for all provisions of the but less than 36 continuous months to now be assigned to a five-day grievance procedure. This was a will be eligible for 40 hours paid time schedule as a Temporary Full-Time significant gain of worker protec- off and 24 hours of unpaid time off. worker. 45A tion.

Increased Starting Wage Rate for Temporary Workers 49A-50A Temporary employees hired after the effective date of the 2019 CBA will be paid a rate of $16.67.

5 Job Security Program Equality for Return to Basic Unit Rights, Technology Improvements Among Gains Your UAW bargaining committee was able to maintain and secure gains within the Job Security Program, including both the Non-Skilled and Skilled Trades Preferential Placement Hierarchies, which are the foundation of the Job Secu- rity Program. Additionally, your bargaining team was able to win gains to the Preferential Placement transfer process, including an increase to the Basic Moving Allowance. Appendix O; Return to job transfers and moving allowances Basic Unit Rights Equal for electronically for a more convenient Woodhaven Stamping/ All Full-Time Workers 185C and efficient process. Hot Metal Forming Plant Your UAW bargaining commit- No Longer Capped at the tee fought and won equal Return to Basic Moving Allowance Competitive Wage Scales for Basic Unit (RTBU) rights for ALL increased, improvements Full-Time Hourly Workers full-time members. The four-year to Process for All Moving All hourly workers who are waiting period for in-zone RTBU Allowances 23A currently working, and/or who will rights has been removed for those be hired at Woodhaven Stamping/ • Basic Moving Allowance increased Hot Metal Forming Plant after the full-time members hired since from $5,000 to $6,000 2007. effective date of the 2019 CBA, Enhancements to technology will may grow in to the full progression allow Labor Affairs to process all pay scale identified in Table 1 of Job Security Technology moving allowances instead of a Appendix V, which allows a Improvements 90C third party, which will ensure timely pathway to the maximum rate. Your bargaining committee was payments. Under language won by This is a big gain for our able to win language which will your negotiation team, workers who workforce at the Woodhaven enhance the Job Security Program do not receive their first payment due Stamping/Hot Metal Forming so workers will be able to apply for to processing errors will not have to Plant. 7C transfer until receiving such payment. Separation Packages Enterprise-Wide Buy-Out Offerings Your negotiators were successful in securing enterprise-wide buy-out offerings, Special Retirement Inventives (SRI) and Special Termination of Employment Program (STEP) of $60,000 for an unlimited number of eligible production employees and 200 skilled employees. 58C

Member Assistance Package – Romeo Engine 210C Despite best efforts, the Company has announced the OPTION 3: Special termination Employment future closure for Romeo Engine. Your bargaining com- Program (STEP) mittee was able to negotiate an assistance package for o Employees with 0-5 years of service: $7,500 eligible employees. o Employees with 5-10 years of service: $22,500 OPTION 1: Special Retirement Incentive (SRI) – o Employees with 10-20 years of service: $67,500 Eligible active employees impacted will be offered a o Employees with 20-27 years of service: $75,000 payment of $75,000 (production) or $85,000 (skilled) if they exercise their right to retire. OPTION 4: Training Assistance – Employees electing options (2) and (3) will be eligible for tuition assistance of OPTION 2: Pre-Retirement up to: o Employees with 28 years of service will receive o 1-3 years of service: $6,400 a $3,000 per month/max 24 months. o 3-4 years of service: $7,400 o Employees with 29 years of service will receive o 4+ years of service: $8,400 $3,250 per month/max 12 months. o Employees growing-in will continue to receive By mutual agreement, the National parties will deter- health care benefits. mine the time of the above special offerings. Details of the Special Program offerings will be jointly agreed upon and presented to all identified eligible JSP-eligible employees.

6 Admin. Letters 17U, 21U Product and Investment

8,500 new or secured jobs as a result of $6 billion in investment by end of the agreement

During these negotiations, your UAW bargaining team called on the Company for product and invest- ment to secure UAW jobs. As a result, your bargainers secured $6 billion in product commitments and other investments. It is expected that these investments will result in at least 8,500 new or secured jobs.

Assembly Operations Plant New Product Assembly Plant • Explorer will continue, including HEV • Aviator will continue $200 million investment • Police Interceptor will continue Dearborn Truck Plant • All new F-150, including HEV • All new F-150 BEV $700 million investment • F-150 BEV Battery Build Up • All new Raptor • All new Mustang, including derivatives • will continue through its $250 million investment product lifecycle Kansas City Assembly Plant • All new F-150 • Transit will continue $400 million investment • All new Transit BEV • New Schuler press • Stampings for all new F-150 will be added Kentucky Truck Plant • All new Super Duty • All new Expedition/Navigator, including HEV $1 billion investment Louisville Assembly Plant • Escape will continue, including HEV/PHEV • Corsair will continue, including PHEV $100 million investment Assembly Plant • All new Ranger • All new Bronco will be added $1.1 billion investment • Additional Sub-Assemblies to be added * Bronco - Hoods & Swinggates * Ranger - Hoods, Tailgates & Fenders • Stampings for all new Mustang will be added • Bronco/Ranger Mod Center • AV Upfitting Mod Center work to be added Plant • New Product to be added in 2023 • Medium Truck will continue $900 million investment • E-series Cutaway and Stripped Chassis will continue • All new Super Duty Chassis Cab

7 Product and Investment Engine Operations Plant New Product Dearborn Engine • New Engine will be added $100 million investment Cleveland Engine • 2.3L GTDI engine will continue, with upgrades • 3.5L GTDI V6 engine will continue, with upgrade $150 million investment • New Machining Modules will be added Lima Engine • 3.3L/3.5L Cyclone engine will continue, with upgrade • 2.7L/3.0L Nano engine will continue, with upgrade $80 million investment Romeo Engine • 6.2L Machining and Assembly will continue through its product lifecycle • 5.0L Con Rod & Block spillover volume will cease as product demand declines • Duratec Machining Modules and the 5.2L Niche Line will be consolidated into other US plants Woodhaven Forging • Current Engine family forging will continue

Transmission & Driveline Operations Plant New Product Livonia Transmission • 6R80 transmission will continue • 10R transmission will continue, with upgrades $100 million investment • 8FM transmission will continue • New BEV e-trans gears will be added Sharonville Transmission • 6R80 gears will continue • 6R140 transmission and gears will continue $130 million investment • 8F57 gears will continue • New HF55 gears will be added • 10R80 will continue, with upgrades • 10R140 will continue, with upgrades • New 10R100 will be added Van Dyke Transmission • HF45 transmission will continue • 6F55 transmission will continue $400 million investment • New 8FM Machining will be added • New HF55 transmission will be added • New BEV e-Transaxle Machining & Assembly will be added • New EV Motor Manufacturing will be added • 8F57 will continue • New Machining Modules will be added Rawsonville • FHEV Batteries will continue, with upgrade and added capacity on GEN IV Batteries $60 million investment • Coil on Plug, AIS and Carbon Canisters will continue • 6F55 Kitting will continue • 6R140 Oil Pump will continue • 10R140 Oil Pump will continue Sterling Axle • Legacy axles will continue • Investment in Mustang, F-Series and Super-Duty $150 million investment Axles

8 Product and Investment

Stamping Operations Plant New Product Buffalo Stamping Plant • Stampings for Edge/MKX will continue for current model Stampings for all will be added $60 million investment • Stampings for Econoline/Medium Truck will continue • Stampings for F-150 and Super Duty will be transferred to other US stamping facilities Chicago Stamping Plant • Stampings for Explorer and Aviator will continue • Stampings for Transit and Super Duty will continue, with upgrades Dearborn Stamping/Dearborn • Stampings/hydroforming and sub-assemblies for Diversified Manufacturing Plant F-150 will continue • Stampings/hydroforming for all new Super Duty $100 million investment • Stampings for Expedition/Navigator will continue, with upgrades • Stampings for all new Broncos to be added Woodhaven Stamping Plant • Legacy stampings will continue, with upgrades • Stampings for all new Mustangs will be added $40 million investment

Plant Closing and Flat Rock Assembly Buffalo Stamping Plant Sale Moratorium 150C (FRAP) Viability Strategy (BSP Competitiveness Your bargaining team fought Your negotiators secured lan- Your negotiators pushed the to renew the Plant Closing and guage to jointly continue the via- Company on the future of Buffalo Sale Moratorium. This protects bility of Flat Rock Assembly Plant. Stamping Plant. The Company all UAW-Ford plants during the The Company has reaffirmed their agreed that BSP is an important life of this agreement with the commitment to FRAP, including part of the business and will sup- exception of the Romeo Consol- making significant investments in the port Oakville and Ohio Assembly idation. This is important for our Mustang program and continuing to plants during the 2019 agreement. job security during the life of the explore future opportunities during The Union and Company will 2019 agreement. the life of this agreement. partner together to explore further Admin. Letter 26U opportunities for BSP during the life of this agreement. Admin. Letter 16U

9

Health Care Improved Health Care Remains Among the Best in the Nation

The Company proposed a 20% cost share for medical benefits, including major increases in prescription drug costs plus elimination of certain drugs as determined by the pharmacy benefit manager. Your bargaining committee was committed to keeping our health care coverage among the best in the nation and successfully fought these proposals. Instead, the bargaining committee won additional improvements to the National PPO.

Additional Health Care Benefits Won 42-43C New: Nationwide Dental HMO Plan 135-136C These improvements include coverage for cardiac re- Your bargaining team is pleased to announce that it has habilitation and diabetes education without any require- negotiated a new Dental HMO (DHMO). This voluntary ment to join a mandatory program. Members will also new option offers a nationwide network for members be able to benefit from an improved Care Management who are eligible for alternative plans. Members who program in the National PPO beginning Jan. 1, 2020. choose to join the plan in their area will receive enhanced 5-6C Visits to retail clinics will now be covered for half the coverage, including low out-of-pocket costs, full cover- cost of a doctor office visit. In addition, telemedicine age for orthodontia up to the age of 19, and orthodontia benefits will now be offered in alternative health care for age 19 and over at a copay of $1,995. plans (HMOs) with a $10 copay. 217C

Other Benefits Optional Insurance will be able to increase five coverage Pension/TESPHE 140C Benefits Improved levels ($100,000 maximum) without The parties agreed to provide a Group insurance is an important showing evidence of insurability. one-time contribution of $1,000 to the part of your financial security. Your Also beginning in 2021, new cover- Tax-Efficient Savings Plan for Hourly bargaining team negotiated im- age levels of $350,000, $450,000 and Employees (TESPHE) accounts for provements in optional and depen- $550,000 will be available. Current employees hired or rehired before No- dent life insurance benefits while rates in the CBA will remain the same vember 19, 2007 or in a skilled classi- maintaining current rates. for active and retired members. fication prior to October 24, 2011. In order to be eligible for this contribu- Optional Life Improvements 144C Dependent Life Improvements tion, as of January 1, 2020 you must In addition to open enrollment pe- Dependent life coverage maximums be an active employee, on temporary riods in 2020, 2022, and 2023 a one- for new enrollees will increase from layoff, FMLA leave, or on one of the time special enrollment opportunity $75,000 to 100,000 for a spouse and following leaves not exceeding 90 will be offered in 2021. During this from $30,000 to $40,000 for children days – Accident and Sickness, Mili- special open enrollment, members without evidence of insurability. tary, Education, or approved personal 112C, 113C leave of absence. This contribution will be made by Jan. 31, 2020.

Legal Services 105-111C Spouses Now Covered, Services Expanded Your bargaining team went into these negotiations determined to expand Legal Services benefits to cover spouses of UAW active and retired members. As a result of these discussions, spouses are now eligible for the benefit. The union also bargained an expansion of covered office work services to include: • Traffic Matters – Tickets or other moving violations. • Social Security – Plan attorneys will answer questions about Social Security benefits, including those related to retirement, disability, terminations or overpayments. • Medicare and Medicaid – Plan attorneys will provide legal guidance on issues related to Medicare and Medicaid benefits.

11 SUB Fund Weeks Fully Replenished Your bargaining committee was successful in restoring full SUB benefits for use during the next contract. Upon ratification of this agreement, any employee who used SUB during the life of the 2015 agreement will have their SUB weeks restored as follows:

Traditional Employees 1 but fewer than 10 years 26 weeks SUB/26 weeks TAP 10 but fewer than 20 years 39 weeks SUB/39 weeks TAP 20 or more years 52 weeks SUB/52 weeks TAP

In-Progression Employees 1 but fewer than 3 years 13 weeks SUB 3 or more years 26 weeks SUB The Company has agreed to renew SUB cap maximum benefits liability during the term of the agreement. 63U

12 Health and Safety Negotiators Win Increased Protections and Workforce Engagement Commitments Your elected negotiators honored a long-standing emphasis on workplace health, safety and ergonomics by winning improvements in workplace equipment design and new technology to ensure safe and ergonomically sound opera- tions. In addition, your bargaining team negotiated new training programs, and improvements in existing programs to help keep you safe on the job. Bargainers also maintained many of our programs and initiatives that exceed state and federal guidelines, recognizing the UAW’s legacy as innovators and leaders when it comes to protecting our brothers and sisters. Negotiators addressed a variety of complex health and safety issues in this set of negotiations, including ergonomics, emergency response, material handling, pedestrian and parking lot safety, work station readiness, new training on higher-risk, non-standard production tasks, and updating the successful Operator Instruction Sheets (OIS)/ Job Safety Analysis (JSA) process.

Enhanced ERT Practice Drills trical core team. Having a voice on Workstation Readiness Emergency Response Team (ERT) this committee is paramount for Training Expansion 71C practice drills will be evaluated and our trades to provide continued, With the goal of building upon ex- time specified per location. This will valuable input. isting workstation readiness training, provide objectivity and a standard- commitments were secured to ensure ized approach for the system. 108A Increased Focus on this training meets our expectations ECPL Placarding 93A in enhancing safety and ergonomics PS&L Static Rack 166C Energy Control and Power in operator workstations. Improvements Lockout (ECPL) is a cornerstone Bargainers won an agreement of the safety management system. Important Updates to install anti-push through safe- Negotiators secured an agreement Secured to OIS/JSA 72C guarding in the High Cube Centers that enhancing the placarding Our Operator Instruction and Job (HCC). Facilities with changes process includes minimum meet- Safety Analysis (OIS/JSA) sheets or updates to static racks will be ing requirements. It also provides are the foundation of workstation equipped with the same safeguard- an important tieback to the annual safety. Your bargaining team was ing, adding to warehousing storage refresher that has valuable insight successful in negotiating program safety. from members who apply ECPL. updates to ensure this tool continues to deliver even better guidance to ERT Challenge/Recognition Emphasis Added to our operators. Annually 108A Non-Standard Work 71C Much deserved recognition of Non-standard production work Line Work Experience our ERTs will be highlighted with often presents unusual risks. Your Expanded for Engineers Annual Emergency Response Team bargaining team secured important Building off a successful letter events consisting of the important commitments to develop meaning- enabling engineers to experience the ERT challenge or other recognition ful training to address this risk. production environment, negotiators events selected by the joint parties. won a commitment to expand the experience by increasing hands-on Overhead Equipment time and one-on-one conversations Increased Focus on Improvement Strategy 68C Ventilation Equipment 104A Improving the performance and with our expert operators to learn Because ventilation is crucial to usability of overhead equipment is how work gets done. Admin. Letter workplace health and safety, pre- important to our operators. Bar- 31U ventative maintenance to ventila- gainers understood this and negoti- Implement More Effective tion systems will be automatically ated language to foster the realiza- Issue Tracking and Feedback tracked in the maintenance system tion of these goals. This includes a System PS&L 67C with the priority designation of core overhead equipment group to Bargainers successfully advocated Safety Preventative Maintenance. focus on challenges, utilizing the to expand previous pilot programs effective 90-day challenge strate- to all PS&L facilities to ensure Formal Recognition on the gy, and upstream UAW involve- health, safety and ergonomics Electrical Core Team 97A ment in engineering. concerns are addressed, tracked and Electrical safe work practices will communicated to the originators of remain a high priority with formal the concerns. recognition of the UAW on the elec-

13 New Gains in Advanced Manufacturing and Sourcing (AM&S)

Your UAW negotiators won a variety of contractual improvements in Advanced Manufacturing and Sourcing in an effort to keep the union fully informed when the Company makes decisions on new technologies and sourcing that affect the job security of our members.

Future of Work to be Included in AM&S Can Attend Technology, Monthly Review on AM&S Meetings Innovation Meetings Sourcing Required Your UAW bargaining team won a AM&S now may attend the Na- The National Job Security commitment from the company to tional Committee on Technology and Operational Effectiveness Sourcing include the Future of Work in monthly Innovation Forum meeting to discuss Committee will now meet monthly Advanced Manufacturing and Sourc- future work and training for our mem- to review sourcing at the local and ing (AM&S) meetings. This will bers. 76A national levels. This will give the involve discussions regarding chang- union the ability to review, discuss es in the automotive industry such as and fight for products for our mem- electrification and autonomous Improved Language on bership. 70A vehicles with the goal of ensuring our Sourcing Information members’ job security.Admin. Letter The union secured a spot for UAW 37U leadership at Ford in the Innovation Annual Training Forum Meeting in order to receive in- Renewed Earlier Involvement formation on the company’s long-term Won in Product Sourcing UAW sourcing representatives will plans concerning product technologies continue to receive annual training, so The committee improved the and how they will affect our members. language that allows for our earlier in- that they are prepared to continue to Admin. Letter 37U volvement regarding sourcing patterns win work for our members. 70A of major assemblies and components. The AM&S team will now receive in- New Language to Improve formation prior to any outsourcing at Sourcing Notifications Outsourcing Moratorium the beginning of the company’s Glob- Negotiators won stronger language The UAW successfully negotiated al Product Development Scale. This providing up to date and clear sourc- to extend the outsourcing moratorium allows the union to fight to insource ing information to the UAW-Ford throughout the life of the 2019 agree- any work the company may attempt to Advanced Manufacturing & Sourcing ment. Admin. Letter 33U outsource. 75A Department.73A & 75A

Health and Safety (continued)

Prevention Through importance of positive reinforcement review of exterior dock lighting at Design Explored 72C and recognition to our membership. PSL facilities with the intent to ensure Realizing that some of the best op- safe exterior lighting foot-candle lev- portunities for process improvements Ergonomic Support for els for the tasks being performed. are in the early design phases, your Launch and Rebalance 98A negotiators secured commitments to Today’s complex work environ- Research Funding 31C develop this important training and ments require our ergonomics team’s Protecting the health and safety of awareness. involvement in launch and rebalance our membership not only includes our processes. The negotiating team was efforts in implementing safety pro- Reinforcement of the Principles successful in expanding our participa- grams at our worksites, and creating of Positive Recognition 70C tion into these critical areas to ensure a safety culture, but also includes oc- The negotiating team won a com- ergonomics is fully considered in cupational health and safety research. mitment from the company to ensure workstation operations. These negotiations resulted in the positive recognition, in meaningful UAW securing a commitment from and appropriate ways, of the many PS&L Dock Lighting 165C Ford to fund and initiate research in innovative contributions members The negotiating Team secured com- breast cancer prevention and opioid provide. This acknowledges the mitments to conduct a comprehensive use disorder intervention.

14 Skilled Trades Skilled Trades Members to Advance in New Technologies, Gain 600 New Apprentices, and Keep Classification Structure Your Skilled Trades negotiators bargained to advance our Skilled Trades members in all areas such as new and emerging technologies, including 3D printing, additive manufacturing and drone usage. Skilled Trades national negotiators also preserved our historical trade classification structure with NO further consolidations, eliminations or “do not repopulate” designations. Additionally, our UAW-Ford temporary members are now eligible for the Industrial Readiness Certificate Program (IRCP), which gives them the opportunity to be added to their plant apprenticeship eli- gibility list. IRCP classes will be funded as well, which means no out-of-pocket cost to temporary members. Negotia- tors upheld the successful apprentice forecasting methodology to generate 600 new apprentices under this agreement. Note: This same formula generated 1,200 apprentices under the 2015 agreement. Finally, outside contracting language was strengthened, as well as many other gains explained below.

• Apprentice Forecasting ment Tuition Assistance Program for an increase of .50 cents per hour to Results in Adding Approx- interested temporary employees. 34B total $2.00 per hour. 49B imately 600 Apprentices: The method of forecasting future • Outside Contracting Letter • Production Employees and apprentice and trade needs was Improved: The “Outside Contract- Skilled Openings in Another upheld by your negotiators. This ing” letter was improved to ensure Unit: Your negotiators won language formula could result in adding that local UAW leadership is a part of identifying the ability for current pro- approximately 600 apprentices the discussion when outside entities duction employees to be eligible to by the end of the agreement. This such as Ford Land, MP&L and Divi- apply and be considered for available same formula resulted in adding sion Manufacturing Engineering hold skilled trades openings in another over 1,200 apprentices under the projects for each location. This will unit than the unit they are currently 2015 agreement. 39B become a quarterly meeting to give working in production. Applicants local UAW leadership the ability to must satisfy the current hiring criteria • Negotiators Hold the plan project, construction and main- for direct hire into skilled trades. Line on Classification Re- tenance work. 21B Applicants can also continue to apply structuring: The Negotiating within their current unit as in the Committee held our current past. Apply here: https://corporate. 58B • Apprentice Toolsets and classification structure. There are ford.com/careers.html and https:// Toolboxes: Apprentices will now www.indeed.com/cmp/Ford-Mo- no changes, no consolidations attain their toolsets and toolboxes tor-Company 55B and no classifications added to the upon their return from core skills “do not repopulate” designation, training. The toolsets and toolboxes • Skilled Trades Required despite the company’s attempts to will now be administered through the Training Outside of Plant: Nego- do so. Additionally, our appren- National Joint Apprentice Committee ticeable trades remain the same. tiators won a new letter that protects (NJAC). The national parties jointly the skilled trades shift premium while agree to review, approve and pur- attending off site training. If skilled • Temporary Employees chase classification specific toolsets trades employees attend Company- Now Eligible for Apprentice- and toolboxes for timely distribution. required training outside of their ship Opportunities: Temporary Toolsets and toolboxes will become plant to upgrade their skills in their members/employees are now the property of the apprentice upon classification on a shift other than eligible for the Industrial Readi- completion of the program. 37B they would normally work, such em- ness Certificate Program (IRCP) ployees will be paid the shift premi- to gain entrance on their plant • Master of License Receives um normally paid for their regularly apprentice eligibility list. If select- Increase: Skilled Trades workers assigned shift for the first continuous ed for an apprentice opportunity who hold a “Master of License” week of training. 75B while still employed by the com- designation and has surrendered his/ pany, the temporary employee will her license for the company facility become an apprentice and after will receive $2.00 per hour above the • Skilled Trades Tool Allow- 90 days on the apprenticeship will base rate of pay as per maintaining ance: Skilled Trades Journeyper- become a full-time seniority em- compliance for permits in all main- sons will receive two (2) $1,000 ployee. The IRCP classes will be tenance and project work. Originally lump-sum payments. The first funded by the Education Develop- bargained $1.50 rate in 2015, this is payment will be made December 6,

15 Skilled Trades

2019, and the second payment will gaining $10 million for capital invest- The Technical Training Center be made December 3, 2021. Eligible ments in upgrades and/or for purchase in partnership with the advanced Absence and Disciplinary Progression Skilled Trades Journeypersons who of new equipment. 48B Manufacturing and Engineering Absence Penalty Measurement Period are on the active rolls November 25, Team will provide the parties with Number 2019, and November 22, 2021, will the opportunity to improve the • New Technology: New tech- 1st Absence No Penalty (12) Month Rolling Period receive the bonus. Approved leave nology letter was updated to reflect technical capabilities of all UAW- of absence, layoff and returning new and emerging technologies. Ford employees. 51B 2nd Absence No Penalty (12) Month Rolling Period from active duty during the term of The parties recognize that advances 3rd Absence No Penalty (12) Month Rolling Period this agreement will also be deemed in technology may alter, modify or • Technical Training eligible on the eligibility dates otherwise change the responsibilities Center Investment: The Tech- 4th Absence RW+1 Day (12) Month Rolling Period above. Those returning from active of included employees, skilled and nical Training Center gained in- 5th Absence RW+1 Week (12) Month Lock-In Discipline duty must make a request to plant non-skilled, at plant locations and vestment, showing the importance Period labor relations upon their return that a change in the means, meth- of training all members including from service. 76B od or process of performing a work the UAW Ford Apprentices, ongo- 6th Absence RW+1 (12) Month Lock-In Discipline function, including the advancement ing UAW Skilled Trades Training, Month Period • Tool and Die Investment: of computers or other new or ad- and future training of our UAW 7th Absence Termination Negotiators again bargained for vanced technology such as 3D print- Ford Production members. The significant investment for the Dear- ing, additive manufacturing, PLCs, investment amount of $5 million born Tool and Die Plant. Keeping robotics, drones, etc., will not serve to will be allocated to continued the Dearborn Tool and Die Plant shift the work function normally and improvements into the facility and competitive in machining and die historically performed by included funding training, curriculum and construction was instrumental in employees to excluded employees. equipment. 79B

Alternative Work Schedules/ Production Standards/Overtime Alternative Work Schedules ward the AWS base schedule and will Holiday schedules for Skilled count toward all overtime calculations Trades members on Sev- for the hours worked on the aforemen- Joint Programs Continue tioned Saturday and Sunday. Your bargaining committee en-on-Seven off, Four-on-Four 11C succeeded in maintaining joint off, and three 12-Hour shifts. It has been agreed the Company will activities at the local and nation- Daily Overtime Over 10 Hours al level. Existing joint activities survey for volunteers to work all UAW negotiated holidays prior To help with work/life balance, ne- – including those focused on gotiators were successful in securing Health & Safety, Quality, Con- to any member being scheduled a mandatory Regular Day Worked language that mandated the Company tinuous Improvement, ESSP, Job to develop a strategy of communicat- (RDW). 12C Security, Diversity & Inclusion, ing daily production schedules with Communications and Tuition the Chairperson. 139-141A Plans – continue under the 2019 Skilled Trades to Achieve National Agreement. 93C Parity on Holiday Pay It has been negotiated that Production Standards Skilled Trades will now have Representatives Will Have parity with production workers Access and Training on holiday pay for the full week All Job Security Representatives of holidays between Christmas will now have access to the Global and New Year’s. They also will Study Process Allocation System as have holiday pay during the July 4 well as additional training opportuni- vacation shutdown period that will ties to assist them in their production be considered compensable to- standard responsibilities. 157C

16 Changes to Attendance

129C Measurement Period for Discipline 130C Reduced from 18 months to 12 months Absence and Disciplinary Progression Absence Penalty Measurement Period Elimination of Bookend Day Language Number Employees may now use Excused Absence Allowance (EAA) after the fact on previously 1st Absence No Penalty (12) Month Rolling Period restricted days. 128C 2nd Absence No Penalty (12) Month Rolling Period 3rd Absence No Penalty (12) Month Rolling Period Reduced Call-in Time from 60 Minutes to 30 Minutes 4th Absence RW+1 Day (12) Month Rolling Period Employees can now call in 30 minutes prior 5th Absence RW+1 Week (12) Month Lock-In Discipline to shift start time to report absences. 127C Period No Longer Separate Discipline 6th Absence RW+1 (12) Month Lock-In Discipline Progression for Failure to Work Month Period Scheduled Overtime 7th Absence Termination Situations involving full shift failure to work scheduled overtime will be coded as an un- excused absence and count as an occurrence. Failure to work scheduled overtime will no longer be a separate discipline progression and any discipline for the charge of “Failure to Work Schedule Overtime” will be removed from your record upon the implementation of Excused Absence Family Days Retained the new program. 129C Allowance (EAA) Your negotiators fought to Clarification keep up to two (2) Family Days Discipline Records Upon review of the 12-month for the life of the agreement Revert to Zero rolling measurement period, for members who are eligible. All employees with less than RW + 1 Month if the employee’s record falls Members with discipline of one discipline on their record will revert to zero within absences one through (1) week or more will not be (0) absences. Those employees currently in four according to the above eligible to schedule or use any the progression discipline charge of RW+1 table, Excused Absence Allow- family days until they drop back Month will have their discipline removed on ance (EAA) may be used after into steps one through four of the anniversary date of their latest attendance the fact. 128C the attendance policy. 63C discipline. 130C

Other Attendance Improvements End-of-line Vehicle Electrical Repair 57C Rapidly changing vehicle New Attendance Tracking qualifying family member, the docu- technology is making end-of-line System (ATS) Coming mented cremation date will now serve (EOL) electrical repairs in as- Employees will have the option to as equivalent to the funeral or service sembly plants more complex than call-in or text absences or lates, and date. 24C ever. Your bargainers successful- the system will no longer use Social ly negotiated a new classification Security Number. 16C for employees who make certain Submission Confirmations EOL vehicle repairs. The new Cremation Update to for Holiday Conversion classification will be established Bereavement Language Employees will receive a confir- by the Arbitration and Wage Ad- In the case of cremation where no mation that their request has been ministration Department within formal funeral or service is held for a submitted. 90 days of ratification of the Col- lective Bargaining Agreement.

17 Quality Programs Strengthened UAW members are the most pivotal part of the UAW-Ford “Best-in-Class” Quality Program. Your negotiators won many changes that ensure our members will have the necessary tools to hold the company accountable to the Quality Operating System (QOS) and provide us with greater job security.

VSCRP/Dealer Panel Step 5 – If the problem remains the tools they need to support our input Process Fortified unsolved, the employee will in QOS. The training will be developed The Vehicle Service Concern contact the Ford North American by the National Quality Committee. Resolution Process/Dealer Panel Customer Relationship Center and Process was maintained at all our explain the issue. facilities, and step-by-step language Members at PS&L/FCSD Win was added to the agreement in order Email: [email protected] Greater Participation Members at Parts Service & Logis- to better address employee vehicle Phone: (800) 392-3673 tics (PS&L)/Ford Customer Service concerns. Write to: Ford Motor Company 256C Division (FCSD) locations now have North American language in the Local Quality Com- Step 1– In the event of a vehicle Customer Relationship Center mittee charter that allows them to concern/repair, the employee must P.O. Box 6248, Mail Drop 4S first bring it to the attention of the participate in dealership and customer concerns about quality. The language dealership service writer. If the Step 6 – After completing allows the Local Quality Committee problem is not resolved, the em- Step 5, if an employee’s concern to use dealer visits to address quality ployee should proceed to Step 2. remains unresolved, he/she might issues at our facilities when mutually re-contact the plant VSCRP des- Step 2 – The employee should agreed upon. ignee for assistance. The VSCRP request to speak with the service designee will then evaluate the manager. If still unsatisfied, proceed concern to determine if it should Quality Leadership Systems to Step 3. be referred to Executive Liaison at Process Protected Step 3 – The employee should (313) 845-5761. In order to protect the customer and contact the dealer principal, or in the integrity of the QLS process, our larger dealerships, the general man- Quality Operating negotiators expressed concerns regard- ager. If still unsatisfied, proceed to System Coordinators ing the use and misuse of the QLS. Step 4. Win Annual Training Our negotiators added language to Negotiators won language that Appendix Q to ensure “Best-In-Class” Step 4 – The employee should strengthens our voice in quality by products are delivered to our custom- contact their plant VSCRP designee, providing Quality Operating Sys- ers. The language allows our members who may contact the dealership at tem Coordinators (QOSCs) annual to take concerns from the shop floor to their option. training to develop and strengthen upper plant management. 85A

Third Party Supplier Notification Required Negotiators won language that PS&L requires mandatory notification and PS&L Maintenance General Plant Skilled properly displayed identification Selection and Training Improved 29B for third-party suppliers performing repairs and other quality services Negotiators won language that requires the Company to in our facilities. Additionally, the regularly discuss anticipated vacancies in the Maintenance local parties must review the ratio- General Plant Skilled classification so that it is populated nale provided by the UAW on the correctly in the Parts, Supply and Logistics (PS&L) facil- work identified as being included ities. The committee also won stronger language to ensure work performed by suppliers. Work that the classification is covered for all absences of one week determined to be included will be or greater, including Memorial Day, Independence Day and transitioned and performed by the Labor Day weeks. UAW workforce. 138C

18 Employee Tuition Assistance Plans (ETAP) Tuition Assistance PDA Increases; Dependent Scholarship Maintained A major objective of the Employee Tuition Assistance Plans (ETAP) is to prepare the Company, its workers and their dependents for the work environment of the 21st century. Both parties reaffirm their commitment to the principles and objectives of providing Tuition Assistance to active UAW employees. Your UAW negotiating team won significant improvements as listed below:

• Employee Tuition • PDA-EEC (Educational a significant improvement in Retiree Assistance Plans (ETAP) Enrichment Courses) Increases Education. Retirees residing near an Your UAW negotiators were suc- by $1,000 a Year 115A existing Ford facility or Local Union cessful in maintaining the current The PDA-EEC benefit will increase hall may now use one-half of their Tuition Assistance allotment at its from $500 to $1,500 annually for $2,000 benefit ($1,000 per calendar maximum level of $6,000. Nego- non-job related, education enrichment year) to attend classes at colleges or tiators also won an increase in the courses. The provider list will be universities approved by both parties. Book Reimbursement amount from expanded to include courses at pro- Previously, retirees could only take $400 to $600. 115A fessionally and nationally accredited classes at the plant or Local Union institutions upon review and approval. hall unless they relocated to a state • Personal Development with no Ford Facility or no Local • Temporary Employees Union hall. 183C Assistance (PDA) Increases Now Eligible for PDA Funding

to $3,000 for IRCP Courses 34B Your negotiators recognized the • Dependent Scholarship Temporary employees who sign up Maintained 234C increased cost and importance of for Industrial Readiness Certificate non-degree educational courses for Your negotiators were successful in Program (IRCP) can now use PDA maintaining the Dependent Scholar- UAW members. Negotiators won funding to pay for those classes. an increase in the PDA benefit to ship funds of $1,500 for college-age $3,000 annually (up from $2,700) • Retiree Education dependent children of active workers. for job-related courses, workshops Opportunities Expanded In addition, the eligibility age was and seminars. 115A Your UAW negotiating team won raised from age 23 to age 26.

Continuous Improvement Highlights Team Leader Meeting to the National Continuous Improve- systems to be able to perform their Language Strengthened ment Forum (NCIF) for review and roles and responsibilities to best Your Bargaining Committee won approval. The decision on whether support their teams. They won lan- language that eliminates the need to implement MWG’s now rests with guage that grants them access to the for review and approval of meeting the local parties. 80C tools and systems associated with requests and agendas. Instead, each issue escalation. 216C location will have Team Leader Modifications to be meetings to discuss issues, review Made to Cost Save Team Leader Selection solutions and share best practices. Idea Process 225C Process Deviation The Local Continuous Improvement Your Bargaining Committee In the 2015 CBA, a deviation to Forum (LCIF) will provide guid- negotiated the ability to modify the the team leader selection process ance on meeting priorities, agendas Cost Save Idea Process to make it was negotiated so plants could, and cadences. 40A-41A more streamlined and user friendly. upon local agreement, deviate from The language builds upon language the national selection process. Only plants that had elections at that time Manufacturing Work Groups we won in the current agreement that were grandfathered with elections. Implementation Now a Local captures members’ ideas that save the The remainder of the plants could Decision Company money to offset the labor Under new language won by and overhead task at each plant. deviate from the national selection your negotiating committee, any process, but elections were not an plant wanting to implement Man- available option. Under the 2019 Team Leaders Will language, the team leader selection ufacturing Work Groups (MWG) Have Access to Issue must submit a local joint letter of process deviation now allows for all Escalation Tools plants, with local agreement, to have intent, along with completed and Negotiators recognized that team elections as an option for selecting approved Visual Job Plans (VJPs), leaders need access to all tools and team leaders. 40A 19 Diversity and Inclusion D & I to be Recognized as a Joint Program

Your UAW negotiators at Ford • Roles/responsibilities were discuss potential facility culture and continued their commitment to expanded for both the National and morale issues and, where appropriate, ensure that members are treated Local Joint Committees. 157-159A develop and carry out action plans to equally and with dignity and respect • The National Committee may address those issues. 114C in a work environment free from continue discussions on policies, pro- Recognizing that the Company can- harassment, discrimination and cedures and reporting methods. 157A not address behavior it is unaware of, retaliation. To that end, language • Local Committees may collab- your negotiators worked to improve was secured to bring awareness orate on projects with Local UAW communications and raise awareness of the importance of diversity and Committees and Ford Employee of methods for reporting harassment, inclusion in the workplace. In this Resource Groups.160A discrimination and retaliation. The agreement, Diversity and Inclusion current Company Anti-Harassment 179C is recognized as a joint program and The National Joint Diversity and Policy and reporting methods will moved to Volume 1, Appendix X Inclusion Committee will also ex- be available on the employee payroll from the Letters of Understanding. plore cost-effective means of offering intranet site within 90 days of con- National and Local Committees anti-harassment and respectful work- tract ratification. In addition, posters will remain in place as part of the place training to all employees. 64C communicating current methods of program. In addition: 155A reporting harassment, discrimination • Local Diversity & Inclusion Understanding the impact of culture and retaliation will be created and Committees may be expanded with on a respectful and inclusive working posted around all facilities on at least additional members, when jointly environment, your negotiators won an annual basis or when Company approved.159A language for Local Culture/Work- policy or reporting methods change. • Training for the committees place Interaction Forums where local 39C will take place on an annual basis. leadership, Company and Union, can 158A

Employee Support Services Program (ESSP) Significant Enhanced Services for our Members

Affordable Child Care Healthy Heart 237C Opioid Study Louisville 143C Opportunities 125A Your negotiating team won lan- Your negotiating team recognized Your bargaining team recognized guage to bring back a popular possible the epidemic happening throughout the need to expand the opportunities life-saving screening process for our the country and succeeded in getting for our members to be able to have plants, the Healthy Heart Program. language to do a deep-dive study quality child care at a discount. In into alternative treatment to combat an effort to make sure this is avail- National Campaign of Hope the opioid epidemic in the Louis- able, language was won to partner The negotiating team won language ville area. with a national child care provider. to have national campaigns such as the opioid awareness campaign to Fitness Center and educate for greater understanding Mental Health Initiative 125C Gym Vouchers 124A of disease and behavioral epidemics In an effort to improve the mental A total of $2 million was nego- which have a negative effect on our well-being of members and reduce tiated to maintain, and/or replace members’ well-being. 134C the stigma of mental health issues, fitness center equipment and fund it was negotiated to partner with well-being objectives. Gym vouch- Well-Being Focus leading researchers in the mental ers will be increased from $200 to in New Contract health field to pilot a proactive and $250 annually for workers at Parts, The parties agreed to jointly look at preventative mental health study. Supply & Logistics locations with- ways to better promote healthy living out fitness centers. through the ESSP program. 124A, 76C

20 Representation and Seniority-Related Matters Your UAW bargaining team was able to maintain and secure gains to make sure that our members are represented to the best of the UAW’s ability in this Collective Bargaining Agreement. We were able to strengthen language to make sure that employees have the appropriate representation while they are working. We also strengthened language around the shutdown period to make sure people are paid evenly and correctly during this time frame with a new process established during these negotiations. Unit Ergonomic Representative shutdown period, the employee must full-time elected representative for Full-time Ergonomic Represen- submit the request to their local Labor the Memphis Complex bargaining tatives will be recognized in manu- Relations Office no later than two unit. facturing locations with 600 or more weeks prior to the start of the vacation employees and will be appointed by shutdown period. Employee Support Service the Vice President and Director of Program Representatives the UAW National Ford Department. Time Excluded from The Company will now recog- 251C Absence Count 19A nize alternate ESSP Representa- Employee Resource Your bargaining team was able to tives in Appendix U, at facilities Coordinator 51C get the Company to agree that all with 600 or more employees.119A Your bargaining team was success- FMLA absences will not be counted ful in getting the Company to recog- towards the 35 days of absence. Under nize that Employee Resource Coordi- the previous CBA, FMLA absences Short Term Military Leave nators will have nationally appointed for personal reasons counted towards Gains: Profit-Sharing Hours alternate representatives who will the 35 days of absences. The compensated hours shall cover them while they are off work. include hours for which a partic- ipant who is eligible to receive a Representation Structure: payment for a plan year receives Payroll Matters: Vacation Memphis Complex 182C

Pay-In-Advance 147C The part-time elected representa- short term military duty (up to the In order to receive vacation pay- tion allocated pursuant to Article VI, employee’s8H weekly base schedule). in-advance for a designated vacation Section 3(b) will be replaced with a

Dues: A Constitutional Matter Dues are determined by UAW Duration and Ratification Constitutional Convention action and are not a subject of nego- UAW Ford Hourly Report The terms of this proposed This report is based on the ten- agreement will not take effect tiations. Dues are based on the principle that they reflect each tative agreement negotiated by the until the tentative agreement is UAW 2019 National Negotiating ratified by a majority of UAW member’s cash income, normally 2.5 hours of straight-time pay per Committee. This is a summary members at Ford, and only then of the tentative agreement. In all on the appropriate dates specified. month. Lump-sum cash payments are subject to dues because they cases actual contract language The new agreement, if ratified, will apply. will run for four years and will also represent cash income and expire Sept. 14, 2023. are assessed at the rate of 1.44%, which is equivalent to 2.5 hours of straight-time pay per month.

21 66 Holidays Over Four Years

Holiday Added 14A Your bargaining team won an additional paid holiday on Monday, July 3, 2023. All existing holidays are maintained. When a holiday falls on a Saturday it will be observed on the preceding Friday. When it falls on a Sunday it will be observed the following Monday.

2019-2020 2020-2021 Nov. 11, 2019 Veterans Day Nov. 3, 2020 Federal Election Day Nov. 28, 2019 Thanksgiving Nov. 11, 2020 Veterans Day Nov. 29, 2019 Day after Thanksgiving Nov. 26, 2020 Thanksgiving Dec. 23, 2019 Nov. 27, 2020 Day after Thanksgiving Dec. 24, 2019 Dec. 24, 2020 Dec. 25, 2019 Dec. 25, 2020 Christmas Dec. 26, 2019 Dec. 28, 2020 Christmas Holiday Dec. 27, 2019 Dec. 29, 2020 Holiday Period Dec. 30, 2019 Dec. 30, 2020 Period Dec. 31, 2019 Dec. 31, 2020 Jan. 1, 2020 } Jan. 1, 2021} Jan. 20, 2020 Martin Luther King Jr. Day Jan. 18, 2021 Martin Luther King Jr. Day April 10, 2020 Good Friday April 2, 2021 Good Friday April 13, 2020 Day after Easter April 5, 2021 Day after Easter May 25, 2020 Memorial Day May 31, 2021 Memorial Day July 3, 2020 Independence Day July 5, 2021 Independence Day Sept. 7, 2020 Labor Day Sept. 6, 2021 Labor Day

2021-2022 2022-2023 Nov. 11, 2021 Veterans Day Nov. 8, 2022 Federal Election Day Nov. 25, 2021 Thanksgiving Nov. 11, 2022 Veterans Day Nov. 26, 2021 Day after Thanksgiving Nov. 24, 2022 Thanksgiving Dec. 24, 2021 Nov. 25, 2022 Day after Thanksgiving Dec. 27, 2021 Dec. 26, 2022 Dec. 28, 2021 Christmas Dec. 27, 2022 Christmas Dec. 29, 2021 Holiday Dec. 28, 2022 Holiday Dec. 30, 2021 Period Dec. 29, 2022 Period Dec. 31, 2021 } Dec. 30, 2022 Jan. 17, 2022 Martin Luther King Jr. Day Jan. 2, 2023} April 15, 2022 Good Friday Jan. 16, 2023 Martin Luther King Jr. Day April 18, 2022 Day after Easter April 7, 2023 Good Friday May 30, 2022 Memorial Day April 10, 2023 Day after Easter July 4, 2022 Independence Day May 29, 2023 Memorial Day Sept. 5, 2022 Labor Day July 3, 2023 Independence Day July 4, 2023 Independence Day Sept. 4, 2023 Labor Day

22 The Negotiations Process

UAW National Ford Council: Elected local leadership at UAW- represented Ford facilities represent members’ interests on the National Council. UAW National Ford Sub-Councils: National Ford Council broken down into departments or divisions (i.e. Skilled Trades, Assembly, PS&L). UAW National Negotiators: Local UAW leadership elected within each Sub-Council whose role is to negotiate the national contract. WHO’S Negotiations Sub-Committee: Made up of UAW National Negotiators and the UAW National Ford Department. Sub-Committees are broken down by subject matter. UAW National Resolutions Committee: Local UAW leadership elected WHO within each Sub-Council whose role is to oversee and organize resolutions received from the membership. UAW National Ford Department: International UAW Staff assigned to Ford.

10.03.18 UAW National Resolutions Committee and National Negotiators are elected in Detroit. T 10.08.18 Letter sent to local UAW leadership from UAW National Ford Department requesting membership resolutions. I 3.11.19 UAW Special Bargaining Convention is held in Detroit. 3.14.19 UAW National Ford Sub-Councils meet in Detroit to approve membership resolutions from their facilities. M 4.24.19 UAW National Resolutions Committee meets in Detroit and organizes the approved resolutions into the 2019 Collective Bargaining Proposals Book. 5.29.19 UAW National Ford Council meets in Cincinnati and votes to approve resolutions. Resolutions then become demands for negotiations.

E 6.10.19 Membership demands are compiled with UAW National Ford program demands and assigned to the appropriate sub-committee. 7.15.19 Handshake Ceremony, Ford WHQ – the official kick-off of the 2019 L National Negotiations. 7.16.19 Negotiations begin in sub-committees. Each piece of language negotiated I is reviewed and approved by all UAW National Negotiators. 8.21.19 Strike authorization voting begins at UAW locals. N 10.30.19 Proposed tentative agreement is reached. 11.01.19 UAW National Ford Council meets in Detroit, reviews language and votes to send tentative agreement to the membership for the ratification vote. 11.04.19 Informational meetings begin at UAW locals, followed by voting by the E membership for ratification of the agreement. 23 Notes

24 Notes

25 Notes

26 UAW International Executive Board

Gary Jones Ray Curry President Secretary-Treasurer

Terry Dittes Cindy Estrada Rory L. Gamble Vice President, GM Department Vice President, FCA Department Vice President, Ford Department

Frank Stuglin Chuck Browning Gerald Kariem Rich Rankin Director, Region 1 Director, Region 1A Director, Region 1D Director, Region 2B

Ron McInroy Mitchell Smith Jeff Binz Beverley Brakeman Director, Region 4 Director, Region 8 Director, Region 9 Director, Region 9A

UAW National Ford Department Staff Rory L. Gamble, Vice President and Director

Steve Zimmerla Darryl Goodwin Jimmie Williams Top Administrative Assistant Administrative Assistant Administrative Assistant Tracy Ausen Dave Berry Sean Coughlin Assistant Director Assistant Director Assistant Director Diversity & Inclusion Veterans Initiatives Health & Safety Chris Crump Jodey Dunn Rocky Di Iacovo Assistant Director Assistant Director Assistant Director Skilled Trades Governance Servicing NJAC Bill Eaddy Bill Ellis Brandon Keatts Assistant Director Assistant Director Assistant Director ESSP/Chaplaincy Quality Job Security Program Reggie Ransom Mike Robison Les Shaw Assistant Director Assistant Director Assistant Director Arbitration Conv. & Conf. Planning Adv. Manufacturing/Sourcing Bob Tiseo Cassandra Shortridge Tony Vultaggio Assistant Director Assistant Director Assistant Director Continuous Improvement NPC Initiatives Benefits Leigh Kegerreis Deneen Whitaker Coordinator Scott Eskridge Assistant Director, EDTP Conv. & Conf. Planning Coordinator, Servicing Matt Barnett Jerry Lawson Greg Poet Servicing Representative Servicing Representative Servicing Representative Dan Scott Vaughan Tolliver Fred Weems Servicing Representative Servicing Representative Servicing Representative

A special thanks to the UAW National Ford Department clerical staff for all their hard work: Beverly Woodard, Jessie Brown, Sharon Myrick-Trammell and Judy Chapel 27 2019 UAW NATIONAL FORD HOURLY NEGOTIATING COMMITTEE

Bernie Ricke Dwayne Walker Committee Chair Committee Secretary UAW Local 600 UAW Local 900 Rouge Complex Michigan Assembly/ISA Sub Council 1

Tony Richard Michael Donovan Jon Jaggers Tommy Kottalis UAW Local 600 UAW Local 2000 UAW Local 862 UAW Local 551 Rouge Complex Ohio Assembly Kentucky Truck Sub-Council 1 Sub-Council 2 Sub-Council 2 Sub-Council 2

Larry Stewart Mike Beydoun Greg Tyler Roger Maag UAW Local 3000 UAW Local 900 UAW Local 600 UAW Local 1219 Flat Rock Assembly Michigan Assembly Rouge - M, C&T Lima Engine Sub-Council 2 Sub Council 3 Sub-Council 3 Sub-Council 4

Dale E. Rogers Paul Lafave Frank Murray Andy Weakland UAW Local 897 UAW Local 2280 UAW Local 898 UAW Local 186 Buffalo Stamping Van Dyke Transmission Rawsonville Denver HVC Sub-Council 4 Sub-Council 5 Sub-Council 5 Sub-Council 7

28