The 2015 UAW-Ford National Agreement includes changes regarding the administration of Temporary
Employees. The changes include:
1) Allowing temporary employees to work three days a week instead of two days a week
2) Implementing a wage progression schedule for temporary employees
3) Establishing a protocol by which interested temporary employees will be considered for full
Since temporary employees do not establish a Ford Service Date, a key component in determining the
relative service time for temporary employees is the amount of weeks the temporary employee has
worked since their most recent hire or rehire as a temporary employee (i.e. “weeks worked”).
The following bullet points explain how “weeks worked” are calculated and administered in accordance with
the 2015 UAW-Ford National Agreement:
• A temporary employee must have some time actually worked on a day in order for that day to
count as a “day worked” toward advancing the employee’s week counter.
• The week counter will advance by one once the temporary employee has worked at least three
• If the temporary employee works more than three days in a week, the week counter will only be
advanced by one. The only exception to this rule is if a temporary employee does not work
three days in a week. If that occurs, the days worked are carried over and added to the days
worked in the next week until a total of three days worked is reached and the “weeks worked”
counter is advanced by one. In that situation it is possible for a temporary employee to work a
sufficient number of days to advance the weeks worked counter by one and work three more
days in the same week and again advance the weeks worked counter.
Temporary employees on the active or inactive rolls at a location will continue to be considered for fulltime
job openings in a fair and equitable manner giving due consideration to the length of employment
with the Company. The “weeks worked” calculation is the metric typically used to determine the
relative length of service with the Company between temporary employees.
The determination regarding whether or not the weeks worked by a temporary employee prior to being
laid off are included in future weeks worked calculations if recalled from layoff is dependent upon the
length of time on layoff compared to the length of time worked since last hire or rehire (“time for
• If the amount of weeks on layoff is equal to or less than the amount of weeks worked prior to
layoff, the employee is reinstated (code 15) to the active roll and upon reinstatement the
weeks worked counter continues to advance from the amount of weeks worked when laid off.
• If the amount of weeks on layoff is greater than the amount of weeks worked prior to layoff, the
employee is rehired (code 11) to the active roll and the weeks worked counter is reset to zero.
The “time for time” concept shall also apply in determining the order in which employees shall be
considered for future employment opportunities. Employees whose time on layoff has not exceeded
“time for time” will be considered for employment opportunities prior to employees whose time on
layoff has exceeded “time for time”.
It is recognized there may be instances involving potentially complex situations with unique
circumstances where something other than the strict “weeks worked” calculation is used to determine
the relative length of service with the Company between temporary employees.
In order to ensure the “weeks worked” calculation has been properly applied, all locations are
reminded the Job Security and Arbitration Departments must be contacted prior to adding any
temporary employees to the active roll or removing temporary employees
from the active roll.
Zone Wide Lists:
Below is available for your convenience to review lists of temporary employees in order of highest to lowest weeks worked for zones with multiple locations.
The information (“Information”) contained on this website is exclusively intended for UAW-Ford employees and is for illustrative purposes only. The Information does not create any rights, expectations, interests or claims. UAW-Ford employee rights and benefits derive exclusively from the UAW-Ford Collective Bargaining Agreements and the Parties’ official documents. The Information is not a part of those records nor does it in any manner supplement, affect, amend, or modify the Collective Bargaining Agreements or official documents. UAW does not guarantee the accuracy, reliability, completeness or suitability of the Information and makes no warranty or representation about the Information. UAW is not responsible to you for any loss, damage, cost or expense incurred by you as result of any error, omission or misrepresentation in relation to this website or the Information. You should not place reliance on the Information contained in this web site especially where such reliance may result in loss, damage or injury. The Information contained herein is subject to change at the sole discretion the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America.
Per the 2015 UAW-Ford Collective Bargaining Agreement and Letter of Understanding titled “Subject: Modification to the Administration of Appendix K III, (e) I, ii” inactive temporary employees are given equal consideration for In-Progression job openings, these inactive employees will not appear on the following lists due to their “point in time” inactive status