Bargaining Our Contract

Day 18 - Daily Bargaining Update #2 - 10/29/2026

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Brothers & Sisters,

As you know, today at bargaining the Union gave a major proposal to try to get to a settlement on our members’ core issues. The company responded by moving very little and telling us this was their “last, best, and final offer.” Remember the Union gave the company ALL our proposals early. The company did not give us economics until just last Friday, and made almost no movement since. As of today, the company has never responded on COLA, successorship, real affordable healthcare, or any job security proposals. These are mandatory subjects of bargaining and the company is required to respond to these proposals to legally meet the requirement of good faith bargaining.

Here is a detailed summary where the company and the Union stand on their latest proposals that are in disagreement.

UNION:

  • Successorship - so our union and contract are recognized when the company next sells. Otherwise the new owner could “pink slip” everyone on day one and say they don’t have to recognize the union or contract.
  • Flexible Weekend Starting Times
  • Job Security - the Union moved on its proposals significantly. But we are still proposing minimum head count during the life of our contract to protect our jobs. We also proposed committing products we make at the West Hartford facility to stay in West Hartford. Note: the Union made changes on our own proposals that the company requested, but the company then refused to acknowledge or counter on the changes they requested!
  • Holidays - the Union reduced most of its holidays proposal to try to get to a deal today. But we held on to the bare minimum - Veteran’s Day. Here was the company’s direct response: “We do recognize our Veterans and thank them for their service. We just think it’s more appropriate to show that (appreciation) through a meal and a gift, and personal gratitude and thanks rather than an extra holiday off for everyone.”
  • Wages - the Union is proposing wages comparable to the UAW GE Aerospace and Rolls Royce contracts - somewhere between $43.70-$46.37. Currently the Union’s proposal stands at $6 upfront, then 4%/ 3%/ 3%/ 3%. And a $5,000 signing bonus. The Union is willing to compromise to get to a deal, but we have told the company our members need make-up for five years of 21.4% inflation. And UAW members doing the same work at Rolls Royce in Indiana and GE in Cincinnati and Kentucky make more than us at much lower costs of living. All this while the company has increased their prices on their products, and are sitting on $680 million in profits.
  • COLA - the Union moved its COLA rate lower, but still stands on a COLA proposal that will protect our wages from inflation over the next five years. When the cost of living gets more expensive, our members need to be able to afford to live.
  • Vacation - the Union proposed the following:

Employment Period Vacation 

Up to 5 years: 80hrs 

5 to 9 years: 120hrs

10-14 years: 160hrs

10 15 to 19 years: 200 hrs

20+ years: 240 hrs

  • Retirement - Union proposed “company will guarantee match of 75% of employee contribution up to 6%”
  • Healthcare - the Union proposed all medical plans will increase by no more than 10% each year. HSA contribution guaranteed to cover 75% of deductible, each year. Accelerated Cash Payment (ACP) $5,000 paid for members on PPO plan each year, to offset healthcare costs. If a member’s out-of-pocket max increases from a previous year, the company will pay the difference (as long as the member is on the same plan from the previous year), for all medical plans.

COMPANY:

  • Successorship - no successorship.
  • Job Security - no job security.
  • COLA - no COLA.
  • Holidays - no additional holidays.
  • Vacation - no additional vacation.
  • Two Shift Schedule - no flexible start times for weekend overtime.
  • Overtime - company proposed overtime equalization within 20% instead of the 10% we have now. The company’s proposal also would charge us attendance points for any missed agreed-upon overtime including weekdays. 
    • Employees who accept and are scheduled for overtime will be expected to work the agreed upon overtime as if it were regularly scheduled work, and failure to report for agreed upon overtime or to work the full amount of agreed upon overtime will subject the employee to disciplinary action in accordance with the Company’s Attendance Policy.
  • Wages: No dollar amount raise up front. General Wage Increases:
    • 4.5% Year 1
    • 3.5% Year 2
    • 3% Year 3
    • 3% Year 4
    • One-time lump sum $3,000
  • Healthcare - company made no movement today and stands on their previous health insurance proposal, here is our healthcare analyst’s summary of the egregious cost increases during our CBA:
DOCUMENT
healthcare_analysis.pdf
healthcare_analysis.pdf

 

Brothers and Sisters, this is why the Union is forced to set a deadline for a real, negotiated agreement with the company. We cannot allow our members to continue to be crushed by these healthcare costs, and historic inflation, all while making less wages than other UAW members in the aerospace sector while this company makes hundreds of millions in profits.

We have communicated to the company that we are willing to work all weekend if they make good faith proposals. If we do not have a settlement agreement with the company by 8pm Sunday night we will be announcing the strike for 5am Monday.

If and when we negotiate a settlement agreement with the company before or during the strike, we will send the full agreement out to the membership and then schedule the vote a few days later to give our members time to read and understand what they are voting on.

Tomorrow we will send additional strike prep information.

In Solidarity,

Local 405 Bargaining Committee