By on August 19, 2014


Chrysler will hire 60 workers at its Windsor, Ontario minivan plant, but only candidates referred by current union workers will be considered for the jobs.

The Globe and Mail is reporting that only current Windsor employees can refer potential candidates for the open positions, which will be subject to a lower tier wage for the first 10 years. After that point, pay will rise from around $20 an hour, to the full rate of over $30 per hour.

Currently, the Windsor plant is running flat out at three shifts per day, plus overtime shifts on weekends. With minivan sales up 17 percent year to date, the extra workers will help Chrysler keep production up, and prepare for the next-generation minivan due out in 2017.

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18 Comments on “Chrysler Minivan Plant Hiring, Outsiders Need Not Apply...”

  • avatar

    50% pay rise?

    whats to stop them from firing people after 10 years?

    makes financial sense

    • 0 avatar

      the union….the contract.
      once 90 days are past full union support.
      plus they get a raises throughout the 10 year grow in.
      not a great system but better than what the UAW did with 2 tier wages.

  • avatar

    Why not support each other in a Union? Lots of jobs are only given to current workers or members. This does not just apply to auto workers.

  • avatar

    In this case, any existing Chrysler employee in Windsor can make a referral, not just union members.

  • avatar

    The 50 percent increase after 10 years, is part of the existing agreement.

    As I see it, the “existing agreement” with the former CAW, now UNIFOR, will be going into the shredder within the next 15 to 24 months.

    If I was a second tier worker, I certainly wouldn’t be banking on a 50 percent raise in 10 years.

    • 0 avatar

      Do the second tier workers really think they will see first tier wages or do they think it is a sham and they will never see them, I gotta think it would suck working next to someone doing the same job knowing they make 50% more. I find it amazing that any union would screw their own union brothers and sisters but I do not work in a union and do not know enough about how they came to this decision, so if they agreed and the new workers accept it I guess it works.

      • 0 avatar

        @seth1065…..The two tier system stinks. At the time in 2009, there was no alternate decision. It was a case of us accepting “two tier” or we close the doors.

        • 0 avatar

          We’re five years into the “recovery” from the Great Recession, and there are still a LOT of people who would gladly take a full time job paying $20/hr. Limiting hires to employee referrals probably eliminated the hordes of applicants that would have arrived. The two tier is patently unfair to lower tier workers doing the same job, but it’s better than part time work or no job at all.

    • 0 avatar

      They get raises throughout the 10 yr grow in until brought up to full wage. Better than what the UAW did to their members.

  • avatar

    This will empty the bars.

  • avatar

    I’m sure it would be stepped up rates of pay until 10 years of service you would reach the highest rate per hour. A probation period would probably apply for some months after initial hire…after that they can’t just automatically fire someone just so they don’t have to pay full rate.

  • avatar

    The most interesting thing about the article is that they’re building as many minivans as they can. Is demand really that high?

  • avatar

    I’m surprised and yet not surprised at this. GM plants operate in the exact same fashion with a referral system for all applicants (referred to as “The Lottery”), but I was not aware it was a universal UAW thing. Keeping all new talent referrals/applicants limited to those who are “vouched for” is really a poor and dated tactic. I’m truly surprised the EEOC and DOJ Civil Rights division still allows for this. I mean think about it, lets say I live in Bowling Green, KY, and I want to work at the GM plant there. The demographics of Bowling Green are 75% white, 13.9% black, 4.2% Asian, 6.5% Latino, and the rest fitting into other categories. I’m not sure what the demographics of the plant are, but if it matches the population and I can only refer one candidate a year, the odds of the referred candidates being white vs non-white are high. The lottery selects a number of candidates based on a ratio to how many requisitions are given (say ten candidates to one req). The odds of the ten candidates being white is at least 7 of 10, and of those 500 candidates, what are the odds of whites vs non-whites in getting the job outside of pure token-ism? If any private firm in the nation conducted hiring practices in this way, they would quickly be in court with EEOC or their state equivalent. Funny how that doesn’t happen here.,_Kentucky

    • 0 avatar

      Union members in this plant negotiated it into their contract. First time ever done this way.

    • 0 avatar

      It was negotiated into that plants contract. Is sad in this day in age decent paying jobs are so hard to find anymore. The union has been pushing for 200 new hires last 2 years. Finally we getting 60, small step. Unfortunately if done the old way, through employment center ten’s of thousands of applicants would apply. I was hired 20 years ago & even then I had to wait 3 hours in line just for an application. Many people lose their jobs just trying to get an application because taking time off just to stand in line. Can you imagine the waits now?? This is first time ever we have hired this way. In past was always open.
      I wish decent paying jobs were more in this world.

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