Contract Talk

CIPP is an overcomplicated pay system. It puts the burden of the Boss's mismanagement on us as workers. Placing the burden of constantly correcting and compensating for the company's failure at our feet. 

CIPP creates the obligation for CIPP plan members to absorb all of the issues we combat daily. Inaccurate and incomplete standards, unrealistic production schedules, parts availability, failed seeding plans, and the list goes on. 

This anti-union tactic is much more insidious than many members realize.

NTA's allow the company to operate outside of our contractual agreement and circumvent the fundamental concept of seniority, but it does more than that.

This 'grey area' in our bargaining agreement allows the company the ability to put their arm around members who are often viewed as trusted and respected shop floor leaders within our natural work groups and entice them with a company-friendly role that comes with better pay, custom hours, and freedom from earnings being negatively impacted by the company's mismanaged daily production. 

This unchecked, anti-union, corporate strategy allows the company to create division among our membership and influence a number of our elected leaders who currently hold NTA's. 

CLICK HERE to share contract loopholes, deficits, gaps, and weak language

With a company as profitable as John Deere, building the tractors that make the brand with union labor in the U.S., is non-negotiable. We must safeguard our jobs and our communities. Plant closing moratoriums are vitally important, but that alone is not enough to stop the outsourcing of our livelihoods one piece at a time.