A School in the factory? How did that happen?

By Domingo Hermosillo, Retiree and former UAW 898 Financial Secretary and EDTP Co-chair

In order to understand and appreciate all the education and training that is presently happening at Rawsonville a history lesson is needed.

The early seventies saw Ford having record sales and profits. The UAW had the most members they had ever had. Rawsonville had more hourly employees than the plant would ever have, almost 6,000. The Local 898 union hall was expanded and there was talk of building our own sports complex with a pool.

Then in 1978, it was like Pearl Harbor all over again. There was a shortage of gas and gas prices were high. Ford, like the rest of the American automotive companies, had become arrogant and took the loyalty of the American public for granted. In short, the automotive companies were ill prepared for what was to happen as Americans turned to the gas efficient Japanese vehicles. The government also started to purchase foreign vehicles as gas prices soared and gas shortages abounded. Within months plants started to slow down and the layoffs began. In one year Rawsonville went from 5,800 hourly employees to less than 2,500; the numbers would drop to less than 2,000 before the blood letting was over.

There were even rumors that the plant would close and be used for a Kmart warehouse.

Ford cried that they could not afford the expensive UAW contract and implied they would be forced to layoff more people and close plants. Therefore, in 1982, then UAW International President, Douglas Frazier, asked the International Executive Board to ask the UAW membership to reopen the contract and grant concessions. With the saying that "A half a loaf of bread is better than no bread at all" the contract was reopened and our wages were frozen for about ten years. Other concessions were granted. The company agreed that some deferred wages, a nickel an hour, would go toward training; it would earn the name the "Nickel Fund".

I am sure neither Ford nor the UAW thought that this "Nickel Fund" would create the many educational opportunities that have existed and evolved into the world recognized educational and training program that exists today. Initially, training funds were to be used to train and employ the thousands of UAW members that were laid off.

In 1982, our UAW Local 898 Hall was converted into a branch of the Michigan Employment Security Commission, where they would stay for several years. Members could also come to the union hall and collect Trade Readjustment Act monies (TRA), which were for members who had been laid off due to foreign imports.

In 1983 the Washtenaw Triad of Education and Training Committee was established. This committee consisted of Rawsonville (UAW 898), Saline (UAW 892), and Ypsilanti (UAW 849). On March 18, 1983 at the Washtenaw Community College an Ed Fair was held and many laid off workers began taking targeted vocational retraining with "Nickel Fund" money. They took classes in computers, air conditioning and refrigeration, and other classes. At Local 898, the U of M began career counseling and guidance. Between the MESC, TRA and classes the union hall was a bee’s nest of activity. We than began to address the educational needs of in-plant members.

In 1984 we contracted with the Lincoln Consolidated School District to bring in certified teachers to help members receive either their high school diploma or GED. The Rawsonville Plant was the first location the state approved to administer the GED test which was not a school or prison.

In 1985 a survey was taken and over 1,500 members expressed a desire to take computer awareness classes. So we contacted O/E Learning, computers came into the plant and they became a way of life. There was such a demand for education that it became necessary to find someone to coordinate these programs and our first Life Education Advisor (LEA), Laura Gerhardt, came on board to be followed by Donna Dubose, Linda Linteau and a short stint by Barbara Laird.

Surveys were taken to determine interest and Educational Fairs were held to show what was available and to recruit potential students. Each contract saw the "Nickel Fund" grow till it reached over 50 cents an hour and triple that amount for hours that were considered excessive overtime.

The education offerings have grown with the desires and needs of the members. Now one can take woodcarving to a masters degree program. Classes can be taken on site or through long distance learning. Where once we had to fight to get closet space to hold classes, now major parts of the plant are dedicated for education and training. Other joint programs are funded by this "little idea" that started in 1982. The retiree tuition assistance and spouses taking classes in the Education Station are examples of how the program continues to evolve. Eventually, in 1993, the position of Education and Training Coordinator was established and Mike McClain, a member of UAW 898, became the coordinator for all classes being conducted under the direction of the National Development and Training Program.

A Technical Training Committee was also established that included skilled trades, operators, set up people and engineering personnel. By involving the people that were dealing directly with the equipment, much valuable training was developed and accomplished. The committee created operator manuals, resource materials and in-house training by our own members. This training continues today and has expanded to include different safety training and process controls.

Only the retirees have been partially left behind. Education benefits are reduced when a member retires, just when they could take more advantage of education because of additional free time. It will be interesting to see how Visteon handles education and training in the future. Let’s hope they do not cry poverty and try to either take away our educational benefits or reduce them. Let’s also hope Visteon will realize that education and training is as much a benefit to them as it is to the individual.