Top problems and where GM, Ford and Stellantis stand

UAW president says union prepared to 'amp up pressure' on automakers

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( L-R) Supporter Ryan Sullivan, and United Auto Workers members Chris Sanders-Stone, Casey Miner, Kennedy R. BarbeeSr and Stephen Brown picket outside the Jeep Plant on September 18, 2023 in Toledo,Ohio

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DETROIT– With a due date for broadened strikes by the United Auto Workers versus the Detroit car manufacturers closing in, the “serious progress” required by the union appears all too evasive.

The UAW and General Motors, Ford Motor and Stellantis are all holding their ground as needed, and it appears likely the union will strike extra plants at some, if not all, of the car manufacturers at midday Friday– as it’s cautioned.

While talks are continuous, there has actually been little bit reported motion in propositions considering that the strikes were started onSept 15 at assembly plants in Michigan, Ohio andMissouri Sources knowledgeable about the talks explain a “big” space in needs and the celebrations being “far apart.”

Headline financial problems and advantages such as per hour pay, retirement advantages, cost-of-living modifications, wage development and work-life balance stay main to the conversations. All problems play into one another and can alter based upon need concerns.

Each car manufacturer has its own distinct problems, however in general the business wish to prevent set expenses and what they have actually called “uncompetitive practices” such as conventional pensions. The union, on the other hand, is trying to gain back advantages lost throughout previous talks and protect substantial boosts to pay and other advantages, while keeping platinum healthcare for members.

In completion, it boils down to cash, and just how much an offer will cost the business. Wall Street is presently anticipating record expenses to come from a settlement, though still listed below the $6 billion to $8 billion in needs the union would like, according to Wells Fargo.

Here’s a basic introduction of where the union and business base on crucial problems.


Union leaders have actually been extremely transparent throughout cumulative bargaining this year with the car manufacturers. However, they have actually mainly been peaceful on any possible for compromise around a need of 40% wage increases over 4 and a half years.

Media reports suggest the union has actually changed that need to the mid-30% variety. UAW President Shawn Fain recently stated the union has actually not made a deal listed below 30%.

The car manufacturers have actually countered with wage boosts of around 20% over the length of the agreement– what would still be a record– to a leading wage of more than $39 per hour for a bulk of employees.

Sources knowledgeable about the talks state if the business do increase per hour incomes beyond that 20% level, they’re most likely to decrease other advantages or lower tasks in the future to attempt to comprise the distinction.

A Ford source stated the business’s existing propositions would provide entry-level staff members beginning wages of about $60,000, possibly increasing to $100,000 or more throughout the life of the offer. That consists of base pay, anticipated overtime, profit-sharing and other money bonus offers.

Under GM’s most current proposition, President Mark Reuss stated about 85% of existing represented staff members would make a base wage of about $82,000 a year. That’s compared to the typical typical home earnings of $51,821 in 9 locations where GM has significant assembly plants, he stated.

Tiers/’In- development’/Temps

Wage tiers– putting autoworkers into unique pay varieties or categories– is a difficult, moving target.

The business and union have actually specified tiers in a different way throughout previous settlements in addition to throughout the talks this year. Tiers can represent the following circumstances: employees doing the exact same task for various pay and advantages; comparable however various task duties; or distinctions in between employees at assembly and parts plants, depending upon the talks.

The UAW has actually called broadly for “equal pay for equal work.” It’s a foundation of the group’s platform, while car manufacturers have actually traditionally argued for pay to be based upon seniority, task category and duties.

So- called tiers were developed in 2007 as a concession by the union to permit lower incomes and advantages for employees worked with after the agreements were validated that year– what ended up being called a 2nd tier. The beginning pay of these employees was approximately half that of the incumbent employees, and they would not be qualified for the exact same active health-care advantages, pensions or retired person health-care protection.

The union has actually won some comparable advantages back for more recent employees compared to veteran, or “legacy” ones, however there stays various categories of employees and pay tiers that total up to “in-progression” incomes, in which an employee makes more the longer they’re utilized.

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For this year, the car manufacturers have actually mainly proposed cutting an existing eight-year pay development in half and removing some pay disparities in between employees who do comparable tasks such as parts and parts.

The union wish to remove the in-progression pay structure totally and have employees throughout the agreement making the exact same wage (after a 90- day change duration) consisting of short-term, or extra, employees.

One source knowledgeable about the talks stated there’s a “philosophical difference” in between the sides. Ford, which makes use of the least short-term employees, has actually accepted move all existing temperatures with 90 days of work to full-time staff members.

SODA POP/Profit- sharing

The UAW suspended cost-of-living modifications in 2009, as the business tried to cut expenses. Soda assists staff members preserve the worth of their settlement versus inflation.

The union now wishes to restore soda pop, particularly following a duration of decades-high inflation. But the car manufacturers, in basic, have actually proposed either lump-sum payments or recommended making use of computations based upon inflation levels that the union argues would not suffice to balance out increased expenses.

Automakers have more argued that profit-sharing payments that have actually typically been based upon North American revenues of the business have actually helped in balancing out inflation.

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The business are trying to alter or lower profit-sharing payments to balance out other increased expenses, while the union would like a boosted formula.

The UAW formerly laid out a computation of supplying $2 for each $1 million invested in share buybacks and increases to typical dividends.

32- hour workweek

The union has actually proposed much better work-life balance, consisting of a capacity 32- hour workweek for the pay of 40 hours. It has actually argued that employed employees are enabled remote or hybrid work, providing more time at house with their households.

A much shorter workweek has actually been a non-starter for the car manufacturers, which have actually countered with extra getaway time, included vacation pay such as for Juneteenth and two-week paternal leave, in many cases.


For the UAW, item dedications equivalent tasks, suggesting more members for the union.

UAW leaders are particularly interested in car production dedications at Stellantis, which has actually proposed closing, offering or combining 18 centers. The areas included its North American head office, 10 parts and warehouse and 3 making parts centers (2 of which have actually currently been completely or partly decommissioned).

A source knowledgeable about the talks stated GM has actually dedicated item to all of its centers, following 3 closures 4 years back.

Retirement advantages and cost savings

The UAW has actually required a “significant” boost in spend for retired employees. The union recently stated the business had actually declined all such boosts. However, GM CEO Mary Barra stated the car manufacturer consisted of in its deal a lump-sum money payment of $500 for retired people.

A Ford source stated the business’s existing deal consists of a health-care retirement benefit program with swelling amounts of either $50,000 or $35,000, upon retirement, based upon seniority, for more recent employees.

Automakers likewise have actually pressed back on going back to conventional pensions in lieu of 401( k) strategies.

A proposition recently by Ford consisted of a 6.4% contribution from the business and $1 per hour for each hour worked, with a previous cap eliminated, according to a business source.

GM likewise provided a genuine 6.4% business 401( k) contribution for staff members who are not qualified for pensions.