Day 1 - 9/22/2026 - Daily Bargaining Update
Bargaining Update Day One 9/22/2026
Brothers & Sisters,
We have concluded day one of bargaining and are providing the first of many bargaining updates.
First and foremost, your bargaining committee went in to negotiations confident and strong, backed by our members’ survey demands and actions. And the company noticed!
One of the first things the company mentioned was that we have been communicating with our membership and this year feels different. The company indicated they wanted to talk about ground rules, but we declined to accept any rules, especially on restrictions to communicate with our members. We will keep membership updated this year!
After introductions, local President Ben Wilcox gave remarks about what our membership has said they need to get to a settlement this year. He communicated that the union is absolutely committed to working toward a deal. But we have some core needs our membership has communicated. We know the company is making huge profits from our work and absolutely can afford it, and still send plenty of profits to their shareholders. So we are here to work, and its up to the company if they want to reach a deal.
Then each side exchanged initial non-economic proposals. Here is a summary of what was passed.
FROM THE UNION:
Union proposed better language on union security, union rights, grievance procedure
Call out line / Reporting an absence
Successorship – union proposes successorship security language in the event of any future sale of company
Better language on:
-Start times
-Overtime
-Better language in regards to furloughs
-Temporary transfers
-Discipline in regards to write ups and attendance
Safety Shoe Allowance increase
New Technology Committee
Job Security – we heard from members that job security is a big priority this year and we communicated that to the company. Today the union proposed strong job security provisions from other UAW aerospace contracts:
-outsourcing and offshoring moratorium – company must keep bargaining unit work at our facility
-Minimum Headcount – company shall maintain current or greater headcount at our facility
-product commitment – Union proposes strong language bringing back any work outsourced over the past five years and committing new product and investment to our plant
FROM THE COMPANY:
ARTICLE 7 SENIORITY – company proposes “interrupting” seniority for a number of new reasons including retirement, taking a job when regular work is available, failure to return following a vacation, PTO, suspension or other leave; a layoff longer than one year; employment at another job during a leave of absence.
7.6 Shift Rebalancing– company proposes removing seniority as a factor and seeking volunteers then mandating according to Company’s discretion with five days notice.
7.7c - Delete swing schedule.
Add up to 45 work days layoff (or longer under some circumstances), with complete company discretion to decide.
7.8 Filling Jobs
Third-Post and Bid – company proposes filling open positions based on attendance record, active discipline and suspensions, “skill and ability to perform the work.” Company proposes sole discretion in determining qualifications, skill and present ability.
Company proposes removing nearly all seniority in job bidding, and transferring all discretion in how members transfer between departments to the company.
Company may return any transfer to their original position if the company determines the member is not able based on “performance or Manager assessment” after their first 90 hours in the new position. Company proposes exclusive right to establish proper qualifications for all jobs and determine skill and present ability to perform work.
7.9 Temporary Transfers –
Delete entire article. Propose giving the company authority to move people at their discretion at will regardless of shift, department or skills. This would allow the company to move people around with no input from members, and transfer them for months with no say from the member.
8 Discipline – company adds reasons the company may disregard progressive discipline.
8.3 Attendance – Lower points. Altered language determining how points are distributed. Add penalties for missing overtime. Increased justifications for permanent termination in lieu of progressive discipline.
10.4 Overtime – Company proposes to delete existing language. Delete overtime board. Remove all requirements on distributing overtime. Remove equalization of overtime. Company proposes to add language for mandatory overtime, allowing company to choose which members stay for mandatory overtime, including weekend overtime.
Article 13 Leaves of Absence:
-13.6 Personal Leave – company proposes requiring use of all PTO/vacation available before member may take an unpaid leave.
-13.7 Medical Leave – propose reducing medical leave from 52 weeks to 26. Occupational disability reduced from 2 years 1 year.
14.2 Personal Electronic Devices – members may use devices under certain circumstances including one ear bud, and emergency phone calls. Delete radio and speaker language.
19 – delete definitions.
Appendix B
-High Performance Teams – company proposes deleting
-Company policy in discussing changes in working conditions – company proposes deleting
-Employee Communicating – company proposes deleting
-Multi-Tasking and Multi-Skill Training – company proposes Company discretion to assign multiple tasks
You can see what we’re up against and what the company wants: fewer rights, more discipline, and more company control over overtime and transfers—with no real voice from us.
This is only the beginning of what we’re fighting for this year. But we only win what we show the company we’re willing to fight for.
We need continued solidarity. Next up: EVERYONE wear red tomorrow to show the company that we are united and bargaining strong!
We will send more updates soon!
Your Bargaining Committee