Key Changes to Proposed Agreement • New Path to Traditional Wages Current and future new hires now have a direct path to traditional wages. Dear Brothers and Sisters: A typical in-progression member with 2 years of service will see gains Your bargaining committee is pleased to present this report for your re- of $44,000 over the next four years view, debate and vote. from wages and the up-front lump From the beginning our goals were to bargain an agreement that would bridge the gap, provide wage increases to the most senior employees, maintain sum bonus. Gains for in-progression healthcare, secure product investment and protect jobs. We believed the fi rst members will vary by years of tentative agreement accomplished those goals. senority. After the tentative agreement was rejected we met with your local union • Traditional members – First base leadership for a considerable amount of time to make sure we had a clear wage increase in 9 years plus lump understanding of your issues and concerns. We took the feedback from your sum bonuses. Traditional members leadership as a charge to get an agreement with more job security, spelled out will receive $20,000 over the term of investment plans and a path to a higher standard of living. the agreement. Armed with a clear mandate from you we went back to the bargaining table confi dent that we could address many of your issues. The biggest chal- • Ratifi cation Bonus – Traditional lenge for your bargaining committee was the wage gap between new hire members get $4,000 and and traditional employees. They took a thoughtful and strategic approach to In-progression members receive addressing this inequity and found a solution that closes the gap over time in a $3,000 way that allows the company to continue investing in our plants, develop new product and keep our jobs secure. Figuring out how to balance these competing • 401(k) Improvements – Company demands is one of our responsibilities as your bargaining representative. Not will now contribute 6.4% for considering the give and take between job security, and good pay and benefi ts members hired after October 29, is irresponsible. 2007. Another big challenge was health care. Our benefi ts are among the best in the country but these benefi ts carry a high price. Today, our health care costs • New profi t sharing formula– about $8 an hour and by 2019 we project it will reach $13-$14 an hour. The Payouts based on uncapped company’s solution is for our members to pay more. Over the years we have compensated hours. protected you from premium sharing and have been successful in this set of • Targeted retirement incentive bargaining, too. But, if we are going to maintain these benefi ts, we must be packages offered at certain locations. proactive and not wait for the problem to get worse. We must work together and fi gure out a solution that takes advantage of our collective knowledge and • Health care benefi ts remain with experience. This was the intention of the co-op. We never intended to create no cost share toward health care a VEBA or TAFT-Hartley. Although we remain committed to fi nding smart premiums. solutions to our health care problems, we listened to your concerns. We will • Vision and dental improvement for tackle this issue by asking the companies to share data and support health care In-Progression Members. studies. This has been a long process, but as we have said, we respect the process • Holidays – Monday after Easter and the process does work. As a result we present to you this agreement that is Restored; Members now get 64 paid one of the richest ever negotiated. holidays. It was an honor to represent you at the bargaining table. We are proud of • More options for PAA Usage – this total agreement and recommend its support. Members may now use up to 40 hours In solidarity, PAA to cover unexpected absences with 30 minutes notice prior to the beginning of their shift. • AWS Language Clarifi cations – Dennis Williams, President Norwood Jewell, Vice President and Director Parties will meet within 60 days International Union, UAW UAW Department of ratifi cation to consider other alternative schedules. • Pension Funding – During the term of the proposed agreement, the company stated it’s anticipated cash contributions of $1.7 billion. UAW FCA REPORT The 2015 UAW FCA National Negotiating Committee

Traditional Wages

Wage Increases Team Leader Premium and Traditional workers get fi rst general Upon ratifi cation: Up-front bonus: Application wage increases in 9 years plus lump sum $4,000, 3% general wage increase The team leader premium will be bonuses. 2016: 4% lump sum bonus -- $2,400 increased by $.50 per hour. Traditional employees will receive a for a typical production worker A Team Leader may apply for an open $4,000 up-front lump sum bonus, two 2017: 3% general wage increase job posting within their classifi cation 3% general wage increases and two 4% 2018: 4% lump sum bonus -- $2,500 and current department after they have lump sum bonuses. These bonuses and for a typical production worker held their current Team Leader Position wage increases will generate gains of for a minimum of one (1) year on active $20,000 for a typical production worker role. based on 2,080 straight time hours.

UAW FCA REPORT 2 In-Progression Wages Current and future new hires now have a direct path to traditional wages. Th is progression provides signifi cant wage increases to all in-progression employees. Existing in-progression employees will also follow this progression.

In-Progression Ratifi cation Bonus The company agreed to provide a $3,000 up-front lump sum bonus for all eligible members on the active roll on the effective date of this agreement in recognition of services that will be performed over the contract period and as part of the wage increase negotiations secured in the tentative agreement.

Team Leader Premium and Application The team leader premium will be increased by $.50 per hour. A Team Leader may apply for an open job posting within their classi- Current employees will receive fi ve wage increases during the term of the fi cation and current department after agreement as follows: they have held their current Team 1. Upon ratifi cation Leader Position for a minimum of one 2. Seniority anniversary date in 1st year of contract 2015-2016 (1) year on active role. 3. Seniority anniversary date in 2nd year of contract 2016-2017 4. Seniority anniversary date in 3rd year of contract 2017-2018 5. Seniority anniversary date in 4th year of contract 2018-2019 In-progression members will receive signifi cant wage increases during this Dues: A Constitutional contract. Matter Dues are determined by UAW Constitutional action and are not a Economic Gains for In-Progression Members Wage Estimated subject of negotiations. Dues are Up-front Current Current Increases new money Wages + based on the principle that they lump-sum seniority wage over 4 from wages Bonuses bonus refl ect each worker’s cash income, years* over 4 years normally 2.5 hours of straight Less than $15.78 $6.72 $31,470 $3,000 $34,470 time pay per month. Lump sum 1 year cash payments are subject to dues 1-2 years $16.66 $7.34 $36,100 $3,000 $39,100 because they also represent cash 2-3 years $17.53 $8.47 $41,870 $3,000 $44,870 income, and are accessed at the rate 3-4 years $18.41 $9.59 $48,580 $3,000 $51,580 of 1.44%, which is equivalent to 2.5 4-5 years $19.28 $10.42 and up* $56,180 $3,000 $59,180 hours of straight time pay per month. 5-6 years $19.28 $10.42 and up* $69,720 $3,000 $72,720

6-7 years $19.28 $10.42 and up* $79,620 $3,000 $82,620

7-8 years $19.28 $10.42 and up* $82,490 $3,000 $85,490 *Traditional production wage will vary by occupation and local agreement

Based on 2080 straight time hours

UAW FCA REPORT 3 Profi t Sharing Plan; Formula and Payout Distribution Method Improved

New Improved Formula potential growth and truly share in the the new plan will no longer be capped Profi t Margin is one of the most upside with the improved formula of at 1,850 compensated hours. In other important metrics that FCA utilizes $800 per 1%. words, we will return to a method where to measure its fi nancial performance Payouts Based on Uncapped the more hours you work, the bigger and the company is poised to make Compensated Hours your share of the profi t sharing pool will signifi cant increases in its North The new formula will fund a profi t be. American profi t margin levels over the sharing pool that will be distributed next few years. based on each member’s compensated Therefore, it only makes sense to hours for the plan year. Payouts under align our profi t sharing plan with this

NNewew PProrofi t SSharingharing NNewew PaymentPayment FFormulaormula DDistributionistribution MMethodethod $800 for every 1.0% in profi t margin generated by the Based on individual Company in North America* compensated hours, with NO *Once 2.0% margin is achieved 1,850 hours Cap on Payout

The new profi t sharing plan will become effective 1/1/2016 (fi rst payment in early 2017). The payout in early 2016 will be based on the current profi t sharing plan from the 2011 agreement.

Language Won Concerning Services Provided by Sunday Double Time Dundee and Trenton Engine Walbridge Clarifi cation Plants Bargainers addressed the issue of Third shift members who begin a shift During this round of negotiations the services currently being provided on Sunday and work into Monday will union raised concerns to the company by Walbridge at the Trenton and receive double time for hours worked about locally enforced past practices Dundee Engine Plants. Walbridge’s on Sunday and straight time for hours and understandings that confl ict with services will be limited to the worked on Monday. Furthermore, the National Agreement. After lengthy maintenance associated with the this understanding is not intended to discussions at the bargaining table building/facility and will not extend circumvent existing local pay practices. the parties agreed that all confl icting to maintenance on machinery and practices and agreements shall operate equipment used in the production consistent with the 2015 National process. Agreement.

UAW FCA REPORT 4 Additional Economic Gains Quality Achievement Award WCM Award Increases One-Day Vacations Now Your negotiating committee won pay- During the 2015 negotiations, the Allowed ments of up to $1,500 for each member UAW gained an increase in the World During bargaining, the UAW ada- based on the Quality Control Pillar Au- Class Manufacturing Award. WCM mantly communicated its displeasure dit Score. Quality is a vital part of World award payments will be made to eligible with the membership’s inability to Class Manufacturing, and we recognize employees assigned to those locations in schedule earned vacation entitlement signifi cant efforts made by UAW mem- the year in which they achieve Bronze, hours one day at a time. After much bers. The UAW has gained a commit- Silver, Gold or World Class status. debate, the union was successful in ment for a Quality Achievement Award These awards will be based upon the securing contractual language that will payment based on the Quality Control location of the WCM Audit Level. These allow all members to be able to schedule (QC) audit score at their locations. payments will be made in accordance one day vacations. with the following table: Vacation Time-Off Clarifi cation WCM Quality Quality WCM Audit WCM Award In accordance with Letter (69) Control Pillar Achievement Level Payment Plant Vacation Shutdown U.S. Plants, Audit Score Award Bronze $1,000 members will now be eligible to request Payment Silver $2,000 additional time off without pay up to 1$0 the number of hours that the member’s Gold $3,000 vacation was reduced due to the 2 $500 World Class $5,000 observance of the vacation shutdown. 3 $750 4 $1,000 Payroll Visa Card Without Fees 5 $1,500 Now an Option Members who do not subscribe to direct deposit will be issued a Prepaid Payroll Visa Card that does not incur fees. Potential Financial Awards for most recent J.D. Power IQS thirty (30) Achieving J.D. Power Rankings days prior to payment date. Members at locations that achieve one *The company will fi nalize the Qual- ity Achievement Award metric defi ni- Holiday Pay Eligibility (1) or more J.D. Power IQS Rankings Clarifi cation will receive an additional $250 to $500 tions for non-manufacturing locations Stronger language was negotiated to payment toward their Quality Achieve- within 90 days of the effective date of clarify that disciplinary layoffs will not ment Award amount according to their the agreement. adversely impact an employee’s holiday pay eligibility. J.D. Power Payout* Assembly Call-in and Call-back Pay JD Power IQS 2nd Quartile or better $250 Increased JD Power IQS “Top Ranked” Additional $250 The negotiating team was successful in increasing Call-in and Call-back Pay to 50 percent (50%) of your normally Stamping and Power Train scheduled shift, or four (4) hours which- JD Power IQS Company Avg 2nd Quartile or $250 ever is greater. We also clarifi ed that better compensation will be at premium time JD Power IQS Company Avg 1st Quartile Additional $250 on premium days.

UAW FCA REPORT 5 Restoration of Historical Vacation and Paid Absence Improved Language to Correct Sunday Double-time Pay Allowance Pay Requests Made Pay Shortages The bargaining committee was Easier Pay shortages of four (4) hours or successful in its fi ght to restore double- Members can now conveniently more will be processed by corporate time pay for time worked on Sundays. request vacation pay and Paid Absence payroll services via the 24-hour pay Members will now be compensated Allowance any time throughout the shortage process. This includes short- double time for time worked on Sunday payment year by utilizing the Kiosk or ages related to Paid Absence Allowance regardless of number of hours worked. Dashboard Anywhere. (PAA), holidays, jury duty, short-term military duty, bereavement pay, etc. Holidays Monday after Easter brought back as a holiday, and the UAW will now honor our nation’s veterans on Veterans Day as observed nationally Your bargaining committee worked hard to restore a key holiday that creates a potential four-day holiday weekend for the Easter celebration, with the Monday after Easter off. Bargainers also won the observance of the day we honor our nation’s veterans, who have put their lives on the line for their country, on the day of national observance for Veterans Day. When Veterans Day falls on a Saturday, the holiday will be observed the Friday before. When it falls on a Sunday, the holiday will be observed on Monday. In all, UAW members will have 64 holidays to celebrate with family and friends over the life of this tentative agreement.

2015-2016 2016-2017 Nov. 111,1 2015 Veterans Day Nov. 8, 2016 Federal Election Day Nov. 26, 2015 Thanksgiving Nov. 111,1 2016 Veterans Day Nov. 27, 2015 Day after Thanksgiving Nov. 24, 2016 Thanksgiving Dec. 24, 2015 Nov. 25, 2016 Day after Thanksgiving Dec. 25, 2015 Dec. 26, 2016 Dec. 28, 2015 Christmas Dec. 27, 2016 Christmas Dec. 29, 2015 Holiday Dec. 28, 2016 Holiday Dec. 30, 2015 } Period Dec. 29, 2016 } Period Dec. 31, 2015 Dec. 30, 2016 Jan. 1, 2016 Jan. 2, 2017 Jan. 18, 2016 Martin Luther King Jr. Day Jan. 16, 2017 Martin Luther King Jr. Day Mar. 25, 2016 Good Friday April 14, 2017 Good Friday Mar. 28, 2016 DDayay afterafter EEasteraster April 17, 2017 DDayay afterafter EasterEaster May 30, 2016 Memorial Day May 29, 2017 Memorial Day July 4, 2016 Independence Day July 4, 2017 Independence Day Sept. 5, 2016 Labor Day Sept. 4, 2017 Labor Day

2017-2018 2018-2019 Nov. 110,0 2017 Veterans Day (Observed) Nov. 6, 2018 Federal Election Day Nov. 23 2017 Thanksgiving Nov. 112,2 2018 Veterans Day (Observed) Nov. 24, 2017 Day after Thanksgiving Nov. 22, 2018 Thanksgiving Dec. 25, 2017 Nov. 23, 2018 Day after Thanksgiving Dec. 26, 2017 Christmas Dec. 24, 2018 Dec. 27, 2017 Holiday Dec. 25, 2018 Christmas Dec. 28, 2017 } Period Dec. 26, 2018 Dec. 29, 2017 Dec. 27, 2018 Holiday Jan. 1, 2018 Dec. 28, 2018 }Period Jan. 15, 2018 Martin Luther King Jr. Day Dec. 31, 2018 Mar. 30, 2018 Good Friday Jan. 1, 2019 April 2, 2018 DDayay afterafter EEasteraster Jan. 21, 2019 Martin Luther King Jr. Day May 28, 2018 Memorial Day April 19, 2019 Good Friday July 4, 2018 Independence Day April 22, 2019 DDayay afterafter EasterEaster Sept. 3, 2018 Labor Day May 27, 2019 Memorial Day July 4, 2019 Independence Day Sept. 2, 2019 Labor Day UAW FCA REPORT 6 Product Allocation and Sourcing

Plant Product Assembly Division Potential total investment of $3.4B Belvidere Assembly x Product allocation and work retention o Current products and platform build out in 2016 o Existing product loading in 2016 planned through the life of this agreement x Potential workforce increase of 585

Connor Assembly x Product allocation and work retention o Current product build out in 2017 o No future product has LJĞƚďĞĞŶ identified beyond the product life cycle Jefferson Assembly x Product allocation and work retention o Current products continue through the product life cycle x Current workforce retained Toledo Assembly Complex (Combined) x Current workforce, including positions associated with Kuka and Mobis, retained. No impact to current Complex employment levels. Toledo North Assembly Plant x Product allocation and work retention o Current product build out in 2016 o New product loading 2017 planned through the product life cycle Toledo Supplier Park Assembly Plant x Product allocation and work retention o Current product build out in 2016 o New product loading 2018 planned through the product life cycle Sterling Heights Assembly Plant x Production allocation and work retention o Current product build out in 2016 o New product loading 2018 planned through the life of this agreement x Potential workforce increase of 1,751 Plant x Product allocation and work retention o Current product build out in 2017 o New product loading in 2019 planned through the product life cycle x Potential workforce reduction of 2,406 Powertrain Potential total investment of $1.5B x Product allocation and work retention o Current production to continue through product life cycle o Launch new engine x Current workforce to be retained Mack Avenue Engine Plant x Product allocation and work retention o Continue production of engines through product life cycle

UAW FCA REPORT 7 Product Allocation and Sourcing

DĂĐŬǀĞŶƵĞŶŐŝŶĞWůĂŶƚ;ŽŶƚŝŶƵĞĚͿ x Current workforce retained Trenton North Engine Plant x Production allocation and work retention o Continue production of current engines through product life cycle o Continued production of engine blocks through product life cycle o Launch new engine x Current workforce retained Trenton South Engine Plant x Product allocation and work retention o Continue production of current engine through product life cycle o Production of new upgrade engine through product life cycle x Current workforce retained

Toledo Machine Plant x Product allocation and work retention o Capacity Expansion for Torque Converter (8-speed) o Capacity Expansion for Torque Converter (9-speed) x Current workforce retained; net zero with steering column product deduction

Kokomo Casting Plant x Product allocation and work retention o Capacity expansion for transmission castings o Conversion of 8-speed from Gen1 to Gen2 o New product introduction of transmission castings o Die refurbishment included for all existing products x Current workforce retained; net zero with legacy product reduction/new product addition Plant x Product allocation and work retention o Capacity expansion for 9-speed Transmission Machining and Adaptation for new vehicle models o Capacity expansion for 8-speed Transmission Machining and Assembly o Conversion of 8-speed from Gen 1 to Gen2 o New product introduction of Transmission Machining o New product introduction of PenaStar Upgrade Block Cubing

UAW FCA REPORT 8 Product Allocation and Sourcing

<ŽŬŽŵŽdƌĂŶƐŵŝƐƐŝŽŶWůĂŶƚ;ŽŶƚŝŶƵĞĚͿ x Current workforce retained; net zero with legacy product deduction Plant l x Product allocation and work retention o Capacity expansion for 9-speed Transmission Machining and Adaptation for new vehicle models o New product introduction of Gear Machining x Potential workforce increase of 220 Indiana Transmission Plant ll x Product allocation and work retention o Capacity expansion for 8-speed Transmission Gears x Potential manpower reduction of 450 due to legacy product build out Tipton Transmission Plant x Product allocation and work retention o Capacity expansion for 9-Speed Transmission Assembly and Adaptation for new vehicle models o New product introduction of Transmission Assembly x Potential workforce increase of 403 Stamping Potential total investment of $315M Sterling Stamping x Product allocation and work retention o Increased capital investment o Continued machinery upgrade and rehab x Current manpower retained Warren Stamping x Product allocation and work retention o Increased capital investment o Continued machinery upgrade and rehab x Current workforce retained Mopar Parts Distribution Center Operations Estimated investment of $34M Chrysler Auto Transport (FCAT) Operations x Estimated investment of $2M

UAW FCA REPORT 9 Product Allocation and Sourcing Bargaining Committee Wins • Mopar Parts Distribution Center result, a sourcing moratorium, including $5.3 Billion in New Investment Operations: $34 million. agreed upon core and processed work, Commitment Over the Life of Sourcing Conference Creates will be in effect throughout the 2015 Collective Bargaining Agreement. the Contract New Opportunities to Grow Membership During negotiations, FCA committed Supplier Relations to the UAW approximately $5.3 Negotiators won new language estab- billion in investments designed to lishing an annual Sourcing Conference Commitment Affi rmed ensure optimal utilization of all of to provide continuous education The Supplier Relations Letter commits the company’s U.S. facilities and opportunities for members on building to fostering a culture of collaboration provide job growth. The investments successful business cases. The scope between Purchasing and the UAW are contingent on consumer demand of the conference makes it a proactive which will drive accountability and and the company’s ability to generate approach to growing and educating our results. It enables the UAW to continue sustainable and profi table vehicle membership. to focus on retaining and expanding volumes for all U.S. facilities. The supplier membership through strategic Moratorium on Outsourcing Won partnership initiatives. investment commitments are: by Your Bargaining Committee • Assembly Division: $3.4 billion. The UAW and FCA discussed the • Powertrain Division: $1.5 billion. importance of job security as it relates to • Stamping Division: $315 million. work and investment commitments. As a

AWS Improvements During the 2015 contract talks, there concern to further discuss the business 4x10 Alternative Work was extensive debate surrounding the rationale for determining short, medium Schedule Improved current terms and usage of Alternative and long-range volume decisions, as During bargaining, the union raised Work Schedules. The union adamantly well as the opportunity to consider other concerns about members on 4x10 communicated the membership’s alternative work schedules. Alternative Work Schedules being concerns relative to various hardships Your union also communicated your forced to work multiple, consecutive and fi nancial disenfranchisement created discontent with the fact that Alternative Fridays. After much debate, your by such schedules. The parties agreed Work Schedules were being mandated bargaining committee was successful in to delete Letter 240 (Flexible Operating in locations where such schedules were securing language that limits the number Procedures) and address various no longer needed. Bargainers also were of consecutive Fridays that members can concerns raised by the membership. successful in securing language that be required to work. Your union raised concerns that many allows the union to request meetings members were being forced to work less with the company to communicate than ideal work schedules when there its desire to end an Alternative Work were other alternative work schedules Schedule. 3/2/120 Alternative Work that could be implemented that would Schedule Pay Improved cause less membership hardship, while Your negotiating committee raised still satisfying customer demand. Your Holiday Schedule Adjustments concerns with the company about bargaining committee secured language The union raised a concern regarding 3/2/120 Alternative Work Schedule that will allow the parties to create, members being required to work members being paid straight time for discuss and implement alternative work regularly scheduled work days on a Saturday work. The committee won schedules that are more palatable for the Saturday following a Friday holiday, agreement from the company that membership. which inhibits members on alternative 3/2/120 Alternative Work Schedule Accordingly, within sixty (60) days of work schedules from having two employees who are regularly scheduled ratifi cation, the parties will identify and consecutive days off. The parties will to work Saturdays will be paid time and establish dates to meet with the national meet to discuss alternatives to address one quarter. and local UAW leadership at those these situations based on the contractual facilities where the union expressed holiday schedule. UAW FCA REPORT 10 Attendance Procedure

The union was successful in In the new proposed agreement, 4 of the old attendance procedure separating the absences and tardy occurrences twelve (12) months or will start the new agreement with occurrences. Negotiations resulted in older will be removed from members’ zero occurrences. Those members the elimination of the 24-month lock records. And, members’ most recent at step 5 of the old procedure will period and the job posting restriction. occurrence will be modifi ed to a be rolled back to the 3rd absence. In the past, members were disadvan- non-counter within 45 days of ratifi - Members at step 6 of the old taged when their current spouse and/ cation of this proposed agreement. procedure will be rolled back to the or dependent children had medical Members currently in steps 1 through 4th absence. issues. In the new proposed agreement occurrences for short-term absences due to outpatient surgery, medical Progressive Discipline Guidelines procedures, and conditions that require emergency room service for serious and uncontrollable circumstances are No. of Progressive Discipline now covered if satisfactory evidence is Absences provided. 1st Absence Verbal Warning Members will no longer be subject to progressive discipline until after they 2nd Absence Written Warning have accumulated more than two (2) occurrences in any rolling 12-month 3rd Absence Written Warning with Counseling period of active on-roll employment. 4th Absence 3-Day Disciplinary Layoff Discipline not issued within 14 days of the occurrence will be void. 5th Absence 30-Day Disciplinary Layoff 6th Absence Discharge

PAA Utilization Good Record Criteria Tardy Occurrences The company and union discussed The parties agreed to a process that Members with more than 2 tardies in a implementing a process that allows allows members with a good record rolling 12-month period of active on-roll members to utilize PAA time in to receive an excused absence in employment will follow the Progressive situations that would normally result situations that would normally result Discipline Guidelines chart with the in an occurrence in the attendance in an occurrence in the attendance understanding that occurrences will be procedure. As a result, members will procedure. As a result, members will assessed separately from absences. now be allowed to use up to 40 hours be allowed one excused absence in a of PAA allotment to cover absences rolling 12 month on-roll period to cover provided the request is made 30 minutes an absence. or more prior to the start of their shift.

PAA Utilization and Good Record Criteria • Employee has a minimum of one (1) year of on-roll employment. • Has not been issued discipline for an occurrence under the Memorandum of Understanding-Absenteeism within the last twelve (12) months of on-roll employment. • Has had no more than two (2) sick leaves per year in the last three (3) years. • The day of absence is not the last scheduled work day prior to, or the fi rst scheduled work day after, a contractual holiday or scheduled layoff/shutdown. • There was no adverse effect to production or related operations due to the collective level of unplanned absences. Work days that have historically demonstrated high absenteeism will be pre-determined at the local level (e.g. Monday after the Super Bowl, Halloween, March Madness Tournament).

UAW FCA REPORT 11 Benefi ts Health Care year of seniority. Full dental coverage $80,000 for eligible children, without Your bargaining team understands eligibility continues to be three years. evidence of insurability. There will now the importance of having good health Also, In-Progression members will be a noticeable separation in coverage care benefi ts and was successful in be eligible for a vision exam every 24 between spouse and children for maintaining high-level health care months after attaining seniority. This optional coverage for dependent group benefi ts that our membership deserves. provides for an additional vision exam life insurance. before attaining full vision coverage. Emergency room copay of $100 and Legal Services Plan Benefi ts an urgent care copay of $50 have been added to the In-Progression benefi t Excise Tax Implications are Back plan. These copays were added to The parties also discussed the excise Your bargaining committee succeeded the Traditional benefi ts in 2011. The tax imposed under the Affordable Care in negotiating a new Taft-Hartley plan emergency room copay is waived if the Act on high-cost, employer sponsored jointly administered by union and patient is admitted. health care plans. In the case where a company plan trustees. The benefi t The health care benefi ts remain plan is expected to be impacted by this will start immediately upon regulatory at a high level with a benefi t design tax, the company and the UAW will approvals. that exceeds the national average of discuss changes to the health care plan Eligible participants include all UAW health care benefi ts sponsored by large to bring the cost under the tax threshold, active members, retirees and surviving employers. On average, American similar to the process identifi ed in the spouses. workers who are employed by large existing C-14 letter. If the health care The company’s annual funding employers pay a premium share of plan will be subject to the tax, members obligation will be $2.2 million. Benefi ts approximately 18% for single coverage in the plan can only be subject to a covered under the new plan include and 25% for family coverage. This maximum deductible of $400 for single a variety of legal services handled as would result in a premium of approxi- coverage and $800 for family coverage, “offi ce benefi ts” (meaning no court mately $1,648 annually for single if they voluntarily elect to remain in that appearances) such as preparing wills and coverage and $5,388 for family plan. handling residential real estate matters coverage for our members. The including deed fi lings, credit reporting, ability to keep our benefi ts without Lasik Surgery Coverage uncontested legal matters, document preparation. In addition, the plan covers the premium share keeps wages in our Added members’ pockets. assistance with fi ling for Social Security In a continuous effort to enhance Disability benefi ts. The Social Security In addition to premium share, there is negotiated health care benefi ts for our cost sharing associated with health care Disability program has been expanded to members, there will now be a $295 include UAW-represented retirees. coverage. These costs are commonly contribution made for the cost of Lasik referred to as a plan’s actuarial value. vision surgery. SUB Benefi t Improvements The actuarial value provides an Your bargaining team was successful estimation of what an insurance plan Disability/Life Insurance in improving SUB benefi ts. The pays for health care benefi ts during the company has agreed to pay the full year and what the insured person pays Improvements SUB benefi ts provided under the plan, for the benefi ts during the year. We The UAW bargaining committee even if they exceed the cap limits. The have been able to maintain health care understands the importance of fi nancial Short Work Week benefi ts have been coverage with actuarial values above the security for members and their families. improved. Seniority members will be national averages. Bargainers negotiated gains in optional group life insurance plans for active entitled to the Short Work Week benefi t Vision and Dental UAW members that will result in if they work in a manufacturing facility Improvement for premium decreases through 2019. in a 3/2/120 or Four Day Work Week Coverage limits have been enhanced Flexible Operating Program, and such In-Progression Employees for optional life insurance. The facility is impacted by qualifying lost Your bargaining team was member’s coverage amount, without time from short shifting due to a part successful in gaining increases in providing evidence of insurability, has shortage, a supplier issue or mechanical the In-Progression dental and vision increased to $200,000. In addition, the breakdown. benefi ts. In-Progression members will level of dependent coverage for eligible The Short Work Week Benefi t now be entitled to annual routine oral spouses will increase from $40,000 has also been enhanced to provide exams and cleanings after acquiring one to $100,000, and from $40,000 to UAW FCA REPORT 12 Benefi ts for special severe weather benefi t. the specifi c location that has been shut operations, sourcing of work or product Consideration associated with Short down due to severe weather conditions. or closed plant status. Work Week benefi ts will take effect This agreement will not apply to Every member who has used on any day and shift for which plant facilities that may be in the same SUB credits will have those credits management gives notifi cation by public general vicinity, but have not canceled regenerated under the new agreement. announcement, or other method, of a operations. shutdown of operations due to severe Other SUB benefi t improvements, weather prior to the start of such shift. including Non-Qualifi ed/Non-Counter Such consideration will only apply to Layoffs, will not count toward credits employees working or scheduled to used for non-volume related layoffs such work on the shift/crew and on the date at as reallocation of product, transfer of

Equal Treatment for All Duration and Ratifi cation Rideshare Program During this round of bargaining These proposed changes in the The union and FCA agree that the union expressed the importance proposed agreement will not take helping employees fi nd ride-sharing of maintaining and strengthening effect until the tentative agreement opportunities will enhance the quality policies that ensure the equal treatment is ratifi ed by a majority of our of life for our members. Promoting of all employees. The union secured respective membership, and only and providing information on rideshare language that ensures that employees then on the appropriate dates transportation services will help reduce are not discriminated against because specifi ed. The new agreement, if commuter stress and expense, alleviate of their gender identity, expression or ratifi ed, will run for four years and parking congestion, and promote fuel preference. will expire Sept. 14, 2019. conservation measures.

Skilled Trades

Seven Day Operations Pay ability to convert the holiday pay to of using additional classifi cations to Options Expanded their PAA allowance. This language more effectively align the skills of Your UAW bargaining team fought will eliminate the disparity between our workforce were addressed. Upon for improved language for our Seven our Seven Day Operators and other contract ratifi cation, skilled employees Day Operations. This includes double members. will be assigned to one of three work time pay for holidays worked and the During 2015 negotiations the merits groups and into one of 10 classifi cations.

UAW FCA REPORT 13 Skilled Trades

Employee's remaining in these Classifications (placed prior to 1/1/12) require no additional STR Training and will not combime Train to Level 4 consistent with WCM with any overtime Equalization Group. Principles within specific trade. Recording Instrument Instrument Recording concurrence. concurrence. recommendations to the National Parties for review and Die4 in Welding. The Local Parties will submit 2 - trade. base electrician the by filled be will openings attritional only, Plants LLC Stamping US to FCA apply will Classification Repair 1 - Welder Tool Maker or Die Maker base trade. base Die Maker or Maker Tool 3. CMM attritional openingswill befilled by candidates with a Repairer Welder Maint. & Repair TRAIN UPTRAIN TO A LEVEL3 WITHIN WORK GROUP A limited number of Die Makers may be trained up to a level may up to a level be trained of Die Makers number A limited Electrician olrRpi Repair - Compressor Boiler Repair Equipment Electrician Electrical Work Group Mechanical Wo Mechanical Group Work Electrical Repairer Welder Repairer Welder Equipment Equipment

1 Pipefitter / Spray Gun SKILLED TRADES CLASSIFICATION STRUCTURE Pipefitter – Plumber Sheet Metal Worker Metal Sheet Plumber – Pipefitter Repairer - Portable Pneumatic Tools Pneumatic ieitrMlwih ahn earCNC Machine Repair Millwright Pipefitter Compressor ieitrMlwih Machine Repair Millwright Pipefitter Operator Repair VCCarpenter HVAC TRAIN UPTRAIN TO A LEVEL 3 WITHIN WORK GROUP Brickmason & Cement Welder Maintenance Millwright / Welder Carpenter / Painter Mechanic - Trailer Painter & Glazier Engineer - Steam Boiler Operator Boiler - Steam Engineer Crane Operator - Operator Crane Maintenance Locomotive Furnace Finisher Eliminated / Protected Classification Alignment Repair Repair Stand Alone Classifications rk Group Tool & Die Work Group Work Tool & Die rk Group Plant Operator Plant Cutter Grinder Grinder - Tool - Tool Grinder Tool / Fixture Fixture / Tool Tool & Cutter & Cutter Tool Surveillance Repair Tech Tool, Die & Die Tool, Operator - / Machine Tool Maker - Jig & Fixture & Fixture - Jig Maker Tool Inspector Grinder - Grinder Machine Machine Disposal Sewage Sewage Grinder Room Room Maint. Maint. Cutter Gauge Gauge Tool Maker Tool Maker Builder Pattern Maker Maker Pattern Inspector Form Energy Center Energy Center Saw-Do-All Tool Room Room Tool Operator Repairer Patterns Foundry Foundry Pattern Pattern Cutters Wood Only - TRAIN UPTRAIN TO LEVEL 3 WITHIN WORK GROUP Mechanic - Truck CNC Machining Keller Machine Technician Mechanic Mechanic Operator - Tractor Diesel - Diesel Sample Check* Sample Gas & Electric Gas Tool & Gauge & Gauge Tool Layout Metal Metal Layout Tool Maker - Mechanic - Inspection Inspector Inspector Layout & Layout & Wood CMM Layout Layout Jitney 3 Pattern Maker - Die Maker - Die - Die Maker Die Powerhouse & Die Maker Maintenance Die Maker Wood Cast 9/22/2015 Die Welder Welder - Tool & Refrigeration & A/C (CTC Only) Mechanic - Die 2

UAW FCA REPORT 14 Skilled Trades Skilled Trades Award Apprentices Will Be Added operable equipment and machinery so Payments Won During the Term of the the skilled trades workforce can perform The UAW won signifi cant payment Agreement their jobs with maximum effi ciency while promoting job security. Also, the awards for skilled trades. The During 2015 negotiations, your period of days a contractor has to start a UAW-represented skilled workforce bargaining committee won agreement project was reduced from 35 to 30. is recognized as making signifi cant from the company that it will place Letter 50, Outside Contracting Review contributions toward the company’s approximately 150 apprentices during Team, was improved with the goal of competitiveness. The UAW has gained 2016. Also, during each subsequent ensuring compliance of the advance a commitment for a Skilled Trades year of the agreement, the company will notifi cation provisions of any work Award payment based on Professional similarly provide continued growth of the company intends to contract out. It Maintenance (PM) audit scores at their the apprentice program. requires the Skilled Trades Commit- locations. The FCA-UAW National Apprentice teeperson and maintenance manager Committee will review apprentice at each location to jointly report on placement opportunities annually the compliance status of the Outside Professional and make adjustments in recognition Contract Review process at the Local Maintenance Skilled of skilled trade’s needs, business World Class Participation Meetings conditions and the operational ability to (PM) Audit Trades (LWCP). Additionally, the Employee accommodate the growing number of Score Relations Department and the Interna- apprentices. 1$0 tional Union, UAW, will communicate Also addressed by the negotiating the requirements regarding the Outside 2 $500 teams was an improvement to Section Contracting Review Team by the end of 19; Related Training of the Provisions 3 $750 the fi rst quarter of 2016. 4 $1,000 Pertaining to Apprentices. Currently when apprentices attend class during 5 $1,500 their normally scheduled shift, the hours Improved “Special Provisions are not considered as compensated Pertaining to Skilled Trades Improved Full Utilization hours in the calculation of overtime. Employees” Language Language Your negotiating team was successful in Regarding Section 3, language was changing the language so that time spent added regarding eligible seniority Letter 209 “Full Utilization of Skilled in school during the week’s regularly skilled trades employees who are laid Trades” was strengthened by adding scheduled work hours will be considered off and assigned to such a J-1 status. language that was deleted during 2011 as compensated hours in the calculation Those employees may, prior to obtaining negotiations. The bargaining committee of overtime pay, when the employee exercisable seniority in their current also added new language to address the works the sixth or seventh day of the classifi cation, request a transfer back to issue of using skilled trades employees work week and has not experienced lost their former skilled trades classifi cation, who are assigned to an Alternative Work time. provided that an open position in that Schedule work pattern. These additions On a daily basis, when an apprentice member’s former skilled trades classi- state that, “the following additional works and also attends related training fi cation exists at that member’s current considerations may also bear on the during working hours, the combined work or home location from which they defi nition of full utilization,” and also hours will be utilized up to 40, to ensure were most recently transferred. Other that “the parties agreed the defi nition that he/she is not disadvantaged for requirements include: of full utilization may not necessarily overtime purposes. • The skilled trades opening is in a be limited to skilled trades employees base and non-eliminated skilled trades working fi ve (5) days per week, eight classifi cation. (8) hours per day but is not necessarily Outside Contracting Language • There are no seniority employees in seven (7) days per week, twelve (12) Improved that trade currently on layoff. hours per day but may extend to daily, Improvements to Letters 34 and 50 • There are no other employees with weekend and other overtime periods, were gained to further assist the union superseding contractual rights to that when outside contractors are on the in keeping work in-house. Regarding open position. plant premises and are performing work Letter 34, union negotiators raised • The transferring employee has customarily and historically performed concerns regarding the importance of suffi cient skills to perform the duties of by UAW bargaining unit personnel.” maintaining and providing suffi ciently

UAW FCA REPORT 15 Skilled Trades the open position. Broken or Damaged Tools maximum amount expended for the • Local management and corporate Language Improved repair or replacement of any one tool Employee Relations approve the The negotiating team was successful was increased from $350 to $450. transfer. in improving the language regarding Also, the procedure for replacement of • Such transfer does not adversely the replacement of personal tools broken or damaged tools was improved. affect the effi cient operations in any of of skilled trades members that are The Maintenance Center Manager the affected work areas. broken or damaged on the job. The (or designee) will be responsible for addressing such issues.

Health and Safety Working Alone Procedures tation. The gain for our members is unresolved issues from the plant level, Enhanced preventing the company from reducing and one special board to address serious Signifi cant improvements were incor- workplace safety and health protections injuries and fatalities. The individuals porated into the language on working through policy changes. identifi ed as part of these boards bring a alone. New language will require the broad range of expertise and experience company to provide written procedures Emergency Response Teams to assist with identifying hazards and for situations where someone is The UAW and the company discussed fi nding solutions. The improved commu- concerned about their safety when new language regarding Emergency nication will reduce accidents, benefi t working alone. If written procedures are Response Teams. Upon ratifi cation, each production and contribute to the sense of not currently available, joint leadership facility will select volunteers willing teamwork in our facilities. will determine the appropriate safety to take an active role in responding measures to implement until procedures to workplace emergencies. Corporate Ergonomics Process Improved have been completed. Medical Operations and Corporate Members expressed concerns Security Services will train team regarding continuous modifi cations Fall Protection Process members so they'll have a better under- to workstation procedures affecting Improved standing of the potential emergencies ergonomics and union negotiators that can impact the workplace and can were listening. With ratifi cation of this Given the fact that falls continue take the right steps to lessen the effects agreement, your ergonomics team will to be one of the leading causes of of these emergencies. If an incident now have the opportunity to review workplace fatalities, your negotiating occurs, team members can apply the workstation changes prior to imple- team worked with the Company to draft training learned in the classroom and mentation. This review process will new language regarding the implemen- during exercises to give critical support give your team the ability to work with tation of a comprehensive managed fall to co-workers in their immediate engineers and jointly address potential protection program. This new language area until help arrives. When help ergonomic risks before an injury occurs. would require each location to conduct does arrive, they can provide useful a fall hazard survey for every activity information to responders and support where a worker may be exposed to a fall Alternate Health and Safety their efforts, as directed, at the incident hazard. Once the survey is completed, Representative site. the identifi ed activities will have fall Bargainers recognized the protection procedures put in place. Health and Safety Review importance of having your UAW health Joint Review of Company Boards and safety representative on the job Policies Established Your bargaining team discussed for your protection. Your bargaining communication as an important part of committee won agreement from the Updated language regarding company an effective health and safety program. company to allow the alternate health safety policies will require a joint review The team identifi ed three review boards and safety representative to fi ll in for of any proposed changes to any policy. critical in improving the communication the safety representative after just one The most signifi cant component of the process. There is a board at each plant day of absence. This is a signifi cant language would require this review to level to address local safety issues, a improvement to the previous agreement take place prior to policy implemen- board at each division level to address that required a full week of absence UAW FCA REPORT 16 Health and Safety before allowing the replacement. the latest developments, skills and Ergonomics and Industrial Hygiene Specialized Safety Training new technologies. Specialized training to better prepare them to address Enhanced is a way for your safety representa- workplace safety conditions. Training was once again a priority tives to keep abreast of their fi elds. during negotiations. Due to constant With the new contract provisions, your changes in our industry, specialized appointed safety representatives will training is required to stay current with receive specialized training in Safety,

Work/Family Overtime Improvements committee negotiated the introduction Modifi ed Enhanced Relocation Your bargaining committee raised of a new Wellness Program that will Allowance Plan Amounts concerns about the overused plant be piloted to provide members with a Increased “exception” at the Dundee Engine Plant. foundation for better health. The intro- Your negotiating team secured new During the 2015 negotiations, the duction of a new Wellness Program will language that will provide an additional parties discussed the application of give members an opportunity to have $20,000 to indefi nitely laid-off (M-02) Memorandum of Understanding better managed care and more resources employees transferred involuntarily to on Overtime at the Dundee Engine to manage chronic conditions. an out of labor market area placement Plant. Given the strong market demand under the provisions of Letter 247 for the engines produced at the plant, it Placement and Workforce Utilization. has been operating at a “critical plant Reinstatement of Chrysler Members will now receive up to a exception” since the effective date of the Scholarship Program for maximum of $50,000, of which $10,000 2011 Production Parts and Maintenance Dependent Children will be provided as a signing bonus for Agreement. In order to advance our children’s miscellaneous up-front expenses. An The parties agreed that thoroughly opportunities in today’s competitive job additional $20,000 will be paid to the investigating all possible operating alter- market, it’s our duty to assure higher member at the new location, with the natives that would enable the plant to education is made affordable to all possibility of another $10,000 after one remove the (M-02) exception would be students. During these negotiations year, and an additional $10,000 after the mutually benefi cial. Within 90 days of the UAW-Chrysler NTC Scholarship second year. the effective date of the 2015 Production Program for Dependent Children Parts and Maintenance Agreement, was successfully reinstated for active a plan will be developed with the Letter to Address Job Off er Out UAW-represented FCA members. The of Labor Market Placement national union with the dual objective annual amount will be up to $1,500 per The Chrysler bargaining committee of protecting the plants volume require- eligible dependent. ments and minimizing the forced wanted to address concerns raised relative overtime above contractual allowances. to a new side letter on U.S. Investment The parties agreed that after the regarding positions which might be not 90-day period, any continuing exception Alternates Established for EAP be retained in several labor market areas to the (M-02) will be by mutual Representatives during the term of the agreement. Both agreement between national parties, Signifi cant improvements to EAP parties agree that hourly employees which will be guided by the dual services were gained in the 2015 displaced during these loading actions objectives. negotiations. The UAW will continue to will not be forced outside of the labor provide a high level of quality assistance market area. The union will work with to our members. To support and serve the company on creative solutions to Improving Member Health our members, the Vice President address the short-term and long-term and Director of the UAW Chrysler placement of these individuals in work Through New Wellness Department will appoint an alternate opportunities including the displacement Program EAP Representative in each facility to of temporary employees or voluntary out The health care of our membership perform the duties of the full-time EAP of labor market elections or other actions is always a priority. Your bargaining Representative in their absence. that might be identifi ed. UAW FCA REPORT 17 Parts Distribution Centers and Axle Operations Wage Growth and Promotion Opportunities Expanded for Production Transfers and Temporary Employees Mopar Your bargaining committee discussed Understanding Regarding Current in-progression members at at length the importance of a career Marysville Axle MOPAR will now have the same path to path with advancement opportunities Traditional and skilled trades traditional wages as other in-progression for production members and negotiated members at MAP will receive an incen- members. This is a signifi cant positive wage growth for members who tivized retirement option, along with a improvement that will provide gains transfer to other facilities. canvas to determine interest in being ranging from $31,000 for the least senior This career path will allow placed in another FCA US LLC facility members to $82,000 for the most senior production seniority members to in the Detroit labor market. Further, in-progression members at MOPAR over transfer to higher wage groups and those placed by this canvas would be the next four years. To address the future for temporary members to become afforded their MAP seniority at their competitiveness of the MOPAR division, full-time members within their current new location. A lump sum of $25K will future in-progression members will be labor market area. be offered to members hired prior to covered by a different wage progression. A production worker who has been Oct. 29, 2007, who are eligible to retire The progression starts at $17 and has a at their current location for at least a at member option by Dec. 31, 2015. top rate of $25.00 that is reached after 8 years. year may now request to be considered In-progression members will receive for advancement and higher wages. 3% upfront and annual general wage Full-time manufacturing openings will increases. be staffed fi rst by full-time seniority employees from Parts Distribution Center & Axle operations, then by temporary employees in that location.

Honoring Our UAW Veterans Third-Party Suppliers The bargaining committee raised concerns with the company about Short-Term Military Duty should not be adversely affected while services provided by third-party UAW members who serve in the serving our country. To this end, we suppliers at the Trenton and Dundee armed forces and work an alternative negotiated language that ensures that Engine plants that are currently being work schedule will now be paid for a member who enters into or returns provided by FCA employees in other their normally scheduled work day to work in a U.S. plant from military company facilities. (Saturday and Sunday). Those on service, and would have at least one Negotiators successfully obtained short-term active military duty will now year of seniority on May 1 of the a company agreement to in-source be compensated for up to thirty (30) vacation eligibility year in which their specifi c third-party work to FCA scheduled working days in cases of a military service begins or ends, will employees upon expiration of the public emergency. This is an increase receive credit for each pay period they applicable commercial agreement, of fi fteen (15) days from the previous would have otherwise been at work. and to in-source specifi c work before agreement. contract expiration if no operational or fi nancial barriers were present.

Armed Services Vacation Preferential Hiring Eligibility Your negotiating team was able to UAW FCA Hourly Report The union recognizes and appreciates obtain a commitment from the company This is a summary of the tentative our members who serve in the armed to give our veterans preferential hiring agreement. In all cases, the actual forces, and it is our belief that they opportunities. contract language will apply.

UAW FCA REPORT 18 Retirement/401(k) Improvements Retirement Improvements; bution rate. Beginning with the new successful in getting relief for members 401(k) Company Contribution agreement, all employees whose who have not been able to get a loan Increased to 6.4% company contribution is at 4% will now under the plan, because they had be increased to 6.4%. An example of defaulted on a previous loan. Under Your bargaining committee was this improvement, based on a 40-hour the new agreement, those members successful in gaining a signifi cant workweek can be found on the table will again be eligible for loans under improvement in the company contri- below. the terms of the loan provisions of the bution to the 401(k) for our members In addition to the increase in the 401(k) plan. who currently have a 4% contri- contribution, your negotiators were

Annual Increase in Total Annual 401(k) Annual Annual Increase in Company Contribution Contributon @ Contribution @ Company Contribution including $1 in Wage Rate 4% based on 6.4% based on 401(k) over Life of lieu of Health Care Per Hour 40 hours 40 hours Contribution Agreement Contribution $17.00 $1,414.40 $2,263.04 $848.64 $3394.56 $4,343.04 $18.00 $1,497.60 $2,396.16 $898.56 $3,594.24 $4,476.16 $19.00 $1,580.80 $2,529.28 $948.48 $3,793.92 $4,609.28 $20.00 $1,664.00 $2,662.40 $998.40 $3,993.60 $4,742.40 $21.00 $1,747.20 $2,795.52 $1,048.32 $4,193.28 $4,875.52 $22.00 $1,830.40 $2,928.64 $1,098.24 $4,392.96 $5,008.64 $23.00 $1,913.60 $3,061.76 $1,148.16 $4,592.64 $5,141.76 $24.00 $1,996.80 $3,194.88 $1,198.08 $4,792.32 $5,274.88 $25.00 $2,080.00 $3,328.00 $1,248.00 $4,992.00 $5,408.00 $26.00 $2,163.20 $3,461.12 $1,297.92 $5,191.68 $5,541.12 $27.00 $2,246.40 $3,594.24 $1,347.84 $5,391.36 $5,674.24 $28.00 $2,329.60 $3,727.36 $1,397.76 $5,591.04 $5,807.36 $29.00 $2,412.80 $3,860.48 $1,447.68 $5,790.72 $5,940.48 $30.00 $2,496.00 $3,993.60 $1,497.60 $5,990.40 $6,073.60 $31.00 $2,579.20 $4,126.72 $1,547.52 $6,190.08 $6,206.72 $32.00 $2,662.40 $4,259.84 $1,597.44 $6,389.76 $6,339.84 $33.00 $2,745.60 $4,392.96 $1,647.36 $6,589.44 $6,472.96 $34.00 $2,828.80 $4,526.08 $1,697.28 $6,789.12 $6,606.08 $35.00 2,912.00 $4,659.20 $1,747.20 $6,988.80 $6,739.20

UAW Secures Pension Benefi t once a pension plan’s funding returns the pension plan’s funding level returns Restoration and Protections to specifi ed levels. The union fought to legally required levels, the company will retroactively restore benefi t accru- In 2006, Congress passed the Pension against such funding-based limitations als that were not permitted to accrue Protection Act (PPA), which imposed on pension plan benefi ts and payments and will make retroactive payment of several regulatory burdens and require- when the PPA was debated in Congress, any plant closing benefi ts that were not ments on defi ned benefi t pension plans, and has since pushed employers to take permitted. including the FCA US LLC-UAW Pen- all measures necessary to protect our sion Plan. Among the PPA’s signifi cant members’ accrual of pension service and burdens was a requirement that pen- other contractual pension benefi ts. sion plans adopt language providing In response to the threats to retirement Current Retirees for the suspension of certain pension security the PPA poses to our pension The UAW has a proud tradition benefi t payments or pension benefi t benefi ts, the union secured groundbreak- of remembering our retirees. We are accruals should the plan’s funding level ing protections for our members and pleased to convey that we’ve been fall below certain thresholds. Hardly their pension benefi ts. The new agree- able to bargain a $1,000 car voucher protecting workers’ pensions, the PPA ment provides that should the pension for every current retiree. In addition, further provides that employers are not plan fall below certain funding levels retirees will once again be able to utilize required to restore lost benefi t accruals requiring suspension of benefi t accruals the newly negotiated Legal Services or make pensioners whole for losing out or payments of certain types of pensions Plan. on certain suspended pension benefi ts – such as plant closing benefi ts – once UAW FCA REPORT 19 2015 UAW National Negotiating Committee at FCA US LLC

Chuck Browning, Executive Administrative Assistant to Williams Dennis Williams, President, International Union, UAW Norwood Jewell, Vice President/Director, UAW Chrysler Dept. Nancy Adams Johnson, Top Administrative Assistant to Jewell

Browning Williams Jewell Adams Johnson

Amy Loasching, Administrative Assistant to Williams Miguel Foster, Administrative Assistant to Jewell Troy Davis, Assistant Director, UAW Chrysler Dept. Virdell King, Assistant Director, UAW Chrysler Dept.

Loasching Foster Davis King

Niraj Ganatra, General Counsel, UAW Legal Dept. Jennifer Kelly, Director, UAW Research Dept. Susanne Mitchell, Director, UAW Social Security Dept. Mark Dickow, Local 140, President, Bargaining Chair, Subcouncil 1

Ganatra Kelly Mitchell Dickow

Jim Roe, Local 12, Vice Unit Chair, Subcouncil 1 LaShawn English, Local 1264, President, Subcouncil 2 William Guinan, Local 685, Committeeman, Subcouncil 3 Joe Ferro, Local 212, Skilled Trades, Subcouncil 4

Roe English Guinan Ferro

Jeff Jarema, Local 212, President, Subcouncil 5 Mike Godlewski, Local 75, President, Subcouncil 6 Tom Brenner, Local 889, President, Subcouncil 7 Jeff Hagler, Local 412, President, Subcouncil 8

Jarema Godlewski Brenner Hagler

UAW FCA REPORT