The task force jointly decided that communications were very important, so throughout the process it published a newsletter for union members and management. Seniority rights will be maintained. The role of the supervisor will be that of coach and facilitator of the employee work groups responsible for their own performance. Current bargaining unit work will be preserved and may expand as employees take on new duties. The task force s document provided the basic guidelines for the philosophy statements and implementation schedules and plans developed at the various plant locations.
Some facilities have more layoffs than others.
Creating base levels of employment is done locally. The plants have to come up with their own creative alternatives to layoffs. The roadmap charts the specifics necessary to meet goals. The plants get certified at different levels in phases - , B, C, etc., by making progress against the matrix. The process has to be balanced between what s in it for company and for union members, and the process incorporates all five of the core goals.