For years, Stellantis supplemental employees remained part of the workforce while waiting for the opportunity to become permanent full-time employees.

Many spent six or seven years as supplemental employees before finally being converted to full-time status following the 2023 UAW-Stellantis agreement.

Their corporate hire dates were recognized for important employment purposes, including wages, insurance and benefits, and vacation eligibility.

Yet when it came to one of the most important protections employees have — seniority — those same corporate hire dates were not used.

As a result, long-term supplemental employees who had worked for Stellantis for years ended up below employees with substantially less company service.

And the consequences are still happening today. Just this week, an employee who was originally hired by Stellantis in 2017 signed for a job and did not get it. Instead, the job went to an employee who had only about three months of company service before conversion but was given higher seniority based on the Social Security number tie-breaking method used during the conversion.

Think about what that means: years of actual company service were outweighed by a seniority ranking that placed an employee with only months of service ahead of an employee who had been working for Stellantis since 2017.

The consequences have also affected layoffs and recalls. Long-term supplemental employees with years of company service were among the first indefinitely laid off and, in some instances, among the last recalled, while employees with far less company service remained working because they held higher seniority.

This is exactly why seniority matters. It affects layoffs, recalls, job opportunities, and a worker's future.

CORPORATE HIRE DATE FIRST
If Stellantis recognized an employee's corporate hire date for wages, insurance, benefits, and vacation, why wasn't that same date recognized for seniority?

The fair and logical method would have been simple:

Corporate hire date first.

When employees shared the same corporate hire date, the applicable Social Security number tie-breaking procedure could then have been used to determine their seniority order.

This would have recognized the actual years these employees worked for Stellantis.

AN OUTDATED LOCAL AGREEMENT SHOULD NOT DETERMINE THESE WORKERS' FUTURES
Another major concern is the reliance on a local agreement that has not been updated in years.

The workforce changed. Supplemental employees spent years working for Stellantis, and the 2023 agreement resulted in their conversion to full-time status.

Yet the seniority system used for these employees failed to recognize those years of corporate service.

The UAW represents these workers, and affected members are asking their union to take action.

WE ARE CALLING FOR ANSWERS AND ACTION
We call on the UAW to address the following:

Why wasn't the original Stellantis corporate hire date used to establish seniority when that date was recognized for other employment purposes?
Why weren't employees ranked by corporate hire date first, using the applicable Social Security number tie-breaker only when employees shared the same corporate hire date?
Why was outdated local seniority language allowed to determine the seniority of employees who had accumulated years of service as supplemental employees?
Will the UAW formally review this issue and fight to have the seniority of affected employees corrected to recognize their original corporate hire dates?

YEARS OF SERVICE SHOULD MATTER
They worked the shifts. They built the products. They contributed to Stellantis. Some spent six or seven years waiting for permanent full-time status.

Their corporate service was real before conversion, and it remained real afterward.

Those years should count toward seniority.

We call upon the UAW to stand behind the Stellantis workers it represents and fight to correct this seniority issue by recognizing the original corporate hire dates of converted supplemental employees. When employees share the same corporate hire date, the appropriate tie-breaking procedure should determine their order.

This is not a request for special treatment.

It is a demand that years of actual service be recognized.

Corporate hire date first.

Tie-breaker for identical corporate hire dates.

Correct the seniority.

Please sign and share this petition and call on the UAW to stand up for the years of service these Stellantis employees earned.