The following examples have brought many people together in a show of support for issues that were not being resolved.  They often proved helpful to all concerned.

To: Plant Manager

 A situation has developed at our plant that has caused hardship for many, and we are seeking your help with avoiding any embarrassment to our plant.  A mistake was made on second shift Paint dept. where 8 hrs. of our short work week was not paid for the first week of January.  We were eventually paid the 8 hrs. on January 18th.  Unfortunately, the 8 hrs. was coded in during the layoff week that we had applied for unemployment benefits, and are now not eligible for sub pay, and have unknowingly filed fraudulent claims.  We are concerned with the lack of accountability, and poor information on how this will be handled.  Most of the unaffected employees have already received their sub pay while we are left worrying about our claim with the State of Indiana, and a lack of a paycheck.  Your help with resolving this matter would be deeply appreciated.
1.
2.
3.
etc.  *all 30 people affected signed this letter, and issue was soon resolved.

To: Our shop Chairman

The second shift people listed below would be willing to help our shop chairman insist that management implement the same policies between shifts when changes are made similar to the E.O.H. policy change on 1st shift.  It is our hope that we can function equally before seeking the international union to force management to abide our current contract with mirror image.
1.
2.
3.
etc.  *this brought attention to issue very quickly

To: Whom it may concern--UAW, GM, Ford, etc.

Many of us working here are extremely grateful for all our benefits.  Although our PSP/401K plan is one of the best in any industry, there is a big concern with possible negligence regarding eligibilty for tax deferral of bonuses, incentives, and buyouts.  After numerous call to the IRS and Fidelity, it seems apparent that bonuses are considered earned income, and should be made eligible for deferral in our company sponsored 401K plan.  With the possibility of another Special Attrition Program in the near future, the tax we would face without the availability of this legal tax deferral is something that top executives would never face.  We fear that the IRS could issue a compliance statement, and possibly jeopardize the 401K plan.  At the very least they could be subject to a large fine for not following IRS guidelines.  With time being of essence, we urge the company to use one of the corrective methods the IRS allows as quickly as possible.  Your help with this matter would be deeply appreciated.
1.
2.
3.
etc.  *Support for this was gravely needed in 2006, and was not implemented until the 2008 SAP was announced.

 -example of Proposal for early out guidelines in department

 Proposal for Early Out Guidelines

Manpower permitting, each team member would be allowed one priority early out per month on a first signed up basis.  After the one priority early out is granted, each member can still sign up for an early out on a after priority basis, and may be granted when no priority early outs are waiting---also manpower permitting.  Sign up for priority will require a 5:00 deadline by the day of the request to avoid conflicts.  Issues involving R.O.'s, L.A.'s, and T.C.'s can be addressed to help create more fair and equitable guidelines.  Your signature below can include any suggestions you may have.
1.
2.                       comments
3.
etc.  
    

*Blue Collar Benefit Monitor only provides the environment for people to help people.  There are no guarantees that issues will be resolved with the help of this site.  Bcbmonitor is only a tool to help improve all of our chances in a diplomatic way.

*sample forms are found in the Service 2 tab above Favorite Links