Game Book
The Team
Spokes Person: Timothy Alan Ely JR.
Budget Manager: Cheryl Staudinger
Executive Recorder: Nancy Dietz
Executive Actuary: John
Manager of Operations: Lynn
The Plan
Opening Statement
Speaker: We have agreed to meet you here today in good faith but at any time if we think you are dealing unfairly we maintain the right to walk out of here and set negotiations for another time. My name is Tim & my fellow union members today are (point to each as name them) Cheryl, Nancy, John, & Lynn.
Given the matter before us is one which is not to be taken lightly and its resolution is of the utmost importance. We have only one goal in mind in these talks and that is to do what is best for our union members as workers and family of Ford Motor Company.
We believe that under you proposal a possible threat of
the following exist:
For most of what we believed was wrong in your original
proposal refer to a letter issued on February 24, 1998. (Ask Nancy to read
back what was said in that letter. After she has finished continue)
In addition to that it is our feeling that you made unnecessary statements of possible relocation, you used unfair and aggressive means to present your point.
Before we may go any further we would appreciate to here what facts you have to back that the lack of production and an increase of accidents, cost of insurance, and theft are directly related to drugs and not possibly due to poor management and pay.
(let the other team stand and present points on this matter.)
If the evidence is a possible conclusion to the matter. We would then agree to talk further. Else if it is just none backed information we will probe on the matter on work levels and drug relation further.
If we get further we then will take on each view one at a time.
Opening possibilities for drug testing.
- 2 test urine and hair
(no actions may be considered unless both come up negative.)
- testing is done by 2 certified outside but separate source one to be choice of the union meaning managers must also be tested.
- Union members will not be terminated after first offense. A step program must be used leading to termination.
( 1. private rehabilitation (cost shared only if of union choice), 2. suspension (with pay, 3. suspension (without pay), 4. termination)
If a employee does not agree with the results he may defer it to a mediation as the mediator is an outside entity equally sponsored by union and management.
If a employee refuses to take the test they also may refer it to a mediation.
Testing to be semi-annual as a mass test for all.
Only at a certain level will it be viewed as a violation of policy.
The testing will be paid by the company and if company can afford that then they can also afford a 15% raise for all the employees.
Body and personal belonging searches will not be agreed to.
All test results must be confidential.
Testing results will be known by a board made of union and managers.
( we then will start negotiations over each point.)
Through out the negotiation Cheryl shell be called to give cost on testing, rehab, were we stand as a collecting from members to help pay for a rehab program.
- cost testing $100 per person
- rehab $500 per person
- collect $15 a month in dues per person
John will be called to give exact figures for doing the separate programs and cash flow.
- 10,000 * 100 = $100, 000 per testing
- 10, 000 * 5% = 500 500 * $500 = 250,000
-10,000 * $15 month = $150,000 * 12 months = $1,800,000 35% administration fees, 20% negotiation fees, 20% national dues, 25% union member programs.
Lynn will be asked to give similar programs results, and how the program will affect the union members as a whole. He will give information on how he views the work of the union members are.
Nancy will be asked to refer back to pass statement in
letters and to give information requested of past information given during
negotiations.
Our final goal is to come to this and no further (do not give any of final goals to managers!!!!!!!)