Highlights
Inside
UAW FORD
OCT 2023
AGREEMENT
A Message to UAW Members at Ford
Dear UAW Ford family,
We can all agree that this has been a historic
round of negotiations. When we say we have
made history, we don’t just mean our national
negotiators and leadership team. We mean we,
the UAW. We mean the Stand Up Strikers of
Local 900 Michigan Assembly who took our first
step. Our family at Local 551 Chicago Assembly
who brought the noise. And our brothers and
sisters at Kentucky Truck Plant Local 862, who
landed the biggest blow. Everything we did at
the bargaining table, every extra hundred million
we got the company to give up, was because of
you, the members. We send this contract to you
because we know it breaks records. We know it
will change lives. But what happens next is up to
you all.
We set out to do many things that we were
told were impossible. We fought like we’ve never
fought before, and we won like we’ve never won
since the days of Walter Reuther. We got back
COLA. We brought back a three-year wage
progression. We killed the wage tiers at Sterling
Axle and Rawsonville.
The gains in this agreement are worth more
than four times the gains in the 2019 contract.
In fact, the gains in each individual year of this
agreement are worth more than the entirety
of the gains in the last contract. The 2023
agreement is worth more than the past four
contracts combined. It has more in General Wage
Increases than Ford workers have received in the
past 22 years combined.
And it’s not just record-breaking. As we’ve said,
this contract will change lives.
• Our lowest-paid members will see a 150
percent raise through this agreement. That’s
not a typo. Temps hired this year at $16.67
will earn over $40 per hour in base wages
by the end of this agreement, over $42 an
hour with estimated COLA.
• Lower-tiered members at Sterling Axle
and Rawsonville will see immediate raises
ranging from 53 to 88 percent. A member
with three years seniority at those facilities
will, upon ratification, go from $18.96 to
$35.58.
• With COLA, by 2028, we’ll have a top rate of
over $42 an hour for production, and over
$50 for skilled trades, an over 30 percent
raise. By the end of this agreement, our
starting rate will be pushing $30 an hour
with COLA, nearly a 70 percent bump from
today.
And just as importantly, we did it together.
This wasn’t a backroom deal hammered out
by the President or Vice President. From
the International Executive Board and the
President’s Oce to the UAW Ford Department,
to our national negotiators, our National Ford
Council, our local leadership, and our rank-and-
file members, everyone played a role in securing
this victory.
We went into this round of bargaining with the
goal of addressing decades of concessions and
givebacks. We know that the Stand Up Strike will
go down in history. For months we have insisted
that “Record Profits Mean Record Contracts,” and
after standing together, we made good on that
demand. While we may not have won everything
we wanted, we won more than most people
thought was possible. This contract will not only
change lives now, but it lays the foundation for
even bigger gains in the future. That is why we
both whole-heartedly endorse this tentative
agreement.
Shawn Fain, President
International Union, UAW
Chuck Browning, Vice President
UAW Ford Department
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2.
1.
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In solidarity,
Highlights
No Concessions.
COLA Reinstated
Historic Wage Increase
Wage Tiers Eliminated
Grow in Reduced to Three Years
All New Temporary Employees
Converted to In-Progression After
9 Months
Skilled Trades $1.50 Tool
Allowance
Tuition Assistance Increased to
$8,000
Family Days Maintained
Health Care Enhancements
$5,000 Ratification Bonus
Deleted Warehouse
Competitiveness Letter (PS&L)
No More Tiered Vacation Time
Additional Holiday Added:
Juneteenth
Temporary Workers Eligible for
Bereavement, Jury Duty and
Tuition Assistance
Short Work Week Improved
Paid Parental Leave
Ergonomic Flooring for PS&L
$1,500 Voucher Toward Vehicle
Purchase
One Step Added to the
Attendance Progression
Attendance Discipline Zeroed Out
Quality No Knock Audits
Recognition Program Added to
the Joint Trust LTAF Program
Product Investment
Enhanced Profit Sharing Formula
EV Work Commitment
Maximum of 1 Week Forced
Vacation at Shutdown
Journeyperson Can No Longer Be
Forced to Production
Special Retirement Incentive (SRI)
Packages
Right to Strike Over Plant Closing
Moratorium
Outsourcing Moratorium
Increased Moving Allowance
SUB Pay Eligible for All After
Three Months Continuous Service,
including Temporary Employees
Retirement Improvements for All
Battery/EV Plant Agreements
3
The tentative agreement provides historic economic gains for our UAW members through a
combination of annual general wage increases, the reinstatement of Cost of Living Allowance
(COLA), and an up-front lump sum ratification bonus of $5,000.
Annual base wage increases in every year of the UAW Ford Collective Bargaining Agreement
for the first time in over twenty years. Members will receive an unprecedented 11% wage increase
upon ratification of the proposed agreement. The annual general wage increases proposed in
this tentative agreement are groundbreaking and unparalleled in the auto industry.
The reinstatement of the Cost of Living Allowance (COLA) will provide greater security for our
members and protect our purchasing power when inflation increases per the Consumer Price
Index (CPI).
DATE GWI Percentage
Upon Ratification 11%
October - 2024 3%
October - 2025 3%
October - 2026 3%
October - 2027 5%
GENERAL WAGE INCREASES (GWI) | 29A
(BEFORE COLA)
SIGNIFICANT
ECONOMIC IMPROVEMENTS
Wage Increase
Retroactive to
October 23, 2023 | 2C
Due to the extended bargaining
of these negotiations, your
negotiators were able to secure
that the wage rate increase will
be paid retroactively for all hours
worked on and after October
23, 2023. These wage rate
adjustments will be issued as soon
as practicable but no later than
pay ending December 17th, 2023.
Top Rate
Grows 33%
}
25%
Top Rate Example
General Wage Increases (GWI)
(With Projected COLA)
Production* Skilled Trades*
Current Top Rate $32.05 $36.96
11% GWI (Upon Ratification) $3.53 $4.07
Skilled Trades Tool Allowance - $1.50
2023 COLA Estimate $0.12 $0.12
End of 2023 Top Rate $35.70 $42.65
3% GWI (October 2024) $1.07 $1.28
2024 COLA Estimate $0.45 $0.45
End of 2024 Top Rate $37.22 $44.38
3% GWI (October 2025) $1.10 $1.31
2025 COLA Estimate $0.36 $0.36
End of 2025 Top Rate $38.68 $46.05
3% GWI (October 2026) $1.13 $1.35
2026 COLA Estimate $0.39 $0.39
End of 2026 Top Rate $40.20 $47.79
5%GWI (October 2027) $1.94 $2.32
2027/ 2028 COLA Estimate $0.46 $0.46
End of Contract Top Rate $42.60 $50.57
*Based on most-populated base rate
4
New Hire Wage Progression | 31A
The negotiated classification rate progression for current members and future new hires to reach
top rate was addressed by your bargaining committee. Members will now reach top rate of their
classification upon completion of working on active rolls for 156 weeks (3 years). Current members
will be placed and paid the appropriate hire-in-rate based upon the number of weeks on active
rolls as of the eective date of the 2023 Collective Bargaining Agreement.
HIRING-IN RATE SCHEDULE (3-YEAR GROW-IN)
On Active Rolls % of Top Classification Rate
First 52 Weeks 70%
Upon Completion of 52 Weeks 75%
Upon Completion of 104 Weeks 85%
Upon Completion of 156 Weeks Top Rate
Current
Seniority
Hourly
Rate
Start $18.04
1 Years $19.10
2 Years $20.69
3 Years $24.40
4 Years $25.46
5 Years $26.52
6 Years $27.58
7 Years $29.71
8 Years Top Rate
HOW WILL MY WAGES CHANGE?
Immediate Wage Increases -
Production
Continue through “How
Will My wages change”
table above
Tentative Agreement
Seniority Progression 2023:
Start
70%
$24.91
1 Years
75%
$26.69
2 Years
85%
$30.24
3 Years
100%
$35.58
38% increase
40%
46%
46%
11% - 40%
Immediate Top Rate
Current
Seniority
Hourly
Rate
Start $16.25
1 Years $17.16
2 Years $18.06
3 Years $18.96
4 Years $19.86
5 Years $20.59
6 Years $21.22
7 Years $21.85
8 Years $22.50
Tentative Agreement
Seniority Progression 2023:
Start
70%
$24.91
1 Years
75%
$26.69
2 Years
85%
$30.24
3 Years
100%
$35.58
53% increase
56%
67%
88%
58% - 79%
Immediate Top Rate
Continue through “How
Will My wages change”
table above
Immediate Wage Increases -
Rawsonville/Sterling
My Current
wage
Immediate
Adjustments
at Ratifica-
tion 2023
+ 52 week
step in-
crease
October
2024
3% In-
crease
+52 week
step in-
crease
October
2025
3% In-
crease
+52 week
step
increase
October
2026
3% Increase
October
2027
5% Increase
$18.04 $24.91 $26.69 $27.49 $31.15 $32.09 $37.75
$38.88 $40.82
$19.10 $26.69 $30.24 $31.15 $36.65
$37.75
$20.69 $30.24 $35.58
$36.65
$24.40
$35.58
$25.46
$26.52
$27.58
$29.71
$32.05
*Rates in table above do not include COLA.
5
COLA RESTORED | 33A
The UAW first negotiated COLA back in 1948 with
the purpose of protecting the wages of UAW members
against rising consumer prices. COLA remained in
place for over 60 years until it was suspended in 2009
due to the Global Financial Crisis.
COLA is calculated quarterly based on changes in
the Consumer Price Index (“CPI”) published by the
U.S. government and is included in your paycheck on
a cents per hour basis.
The COLA formula is estimated to generate $1.78 per
hour over the term of the CBA. This estimate is based
on a 2.4% average annual inflation increase derived
from the Wall Street Journal Economic Survey. Under
this scenario, COLA would provide a total value of
around $8,800 through the CBA term.
COLA is presented separate from base wages on
your paycheck and will increase or decrease based
on increases or decreases in the CPI (increases in
CPI = inflation, decreases = deflation) but in no
circumstance will COLA drop below zero. COLA is
included in computing overtime premium, shift/crew
premium, all contractual paid time o, and call-in pay.
Consistent with the formula suspended in 2009, a 10
cent quarterly diversion is in place to oset healthcare
inflation. At the end of the contract, the total amount
of COLA generated minus five cents will be folded
into base wages.
PROFIT SHARING ENHANCED | 16H
Since 2011, profit sharing has been based on North American profits and has generated significant
annual payouts for UAW members. This year, your bargaining team was faced with a challenge
since Ford decided to no longer report North American profits in their financial statements. Ford
proposed moving to a new profit figure which would have reduced the average payout by $1,300
if it had been in place last year. That was a non-starter for the negotiators who won the use a total
company profit figure which includes Ford Credit. Using this new figure, the average payout would
have been $1,200 more if in place last year. Mission accomplished.
Production
at Full Rate
Skilled at
Full Rate
In-
Progression
Lower Tier
Sterling/Raw-
sonville
Temps Converted
Ratification Bonus
$5,000 $5,000 $5,000 $5,000 $5,000
Tool Allowance
$14,400
Value of Wage Increase
$54,400 $63,500 $117,800 -
$156,700
$146,200 -
$182,000
$158,000 -
$179,500
COLA Estimate
$8,800 $8,800 $8,800 $8,800 $8,800
Value of Economics
Gains
$68,200 $91,700 $131,600-
$170,500
$160,000 -
$195,800
$171,800 -
$193,300
Value of wage increases estimated using 2,080 straight-time hours annually. Any overtime
would increase the value. Does not include profit sharing. Eligible profit sharing amounts were
worth $26,800 over the last four years.
TOTAL ECONOMIC GAINS
2019 CBA Prot Sharing
North American Profits
• Company no longer reports
• Does not include Ford Credit
2023 TA Prot Sharing
Total Company Profits
• Includes Ford Credit
• $1,200 higher average payout if in
place last year
• Eective for 2023 plan year
$5,000 UP-FRONT
LUMP SUM BONUS
| 253C
Must meet eligibility requirements.
6
Your UAW bargainers set key goals for these negotiations to retain and grow employment
opportunities for our UAW members. During these negotiations, your UAW bargaining team
was focused on product and investments for all of our plants to secure UAW jobs. They realized
the important issues of the transition to electric vehicles and all of the associated work that goes
into building them, as well as getting investments into those plants that will continue to make
ICE vehicles.
Through these negotiations your bargainers secured $8.1 billion in product commitments and
other investments, surrounding Internal Combustion and Electric Vehicles.
GENERAL WAGE INCREASES (GWI)
(W/O COLA)
PRODUCT AND INVESTMENT | 31U-39U
ASSEMBLY OPERATIONS
Plant Product Investment
Chicago Assembly
$400 million investment
• Current Explorer will continue, including HEV and
Police
• Aviator will continue through its product lifecycle
Dearborn Truck / REVC
$900 million investment
• F-150 will continue, including HEV and Raptor
• F-150 Lightning will continue through its product
lifecycle
• All new EV truck will be added
Flat Rock Assembly
$50 million investment
• Mustang will continue
• Pending program approval new product will be
added
Kansas City Assembly
$1.0 billion investment
• F-150 will continue, including HEV and Police
• Transit will continue
• Transit EV will continue through its planned
product lifecycle
Kentucky Truck
$750 million investment
• Super Duty will continue
• Expedition will continue, including HEV
• Navigator will continue, including HEV
Louisville Assembly
$1.2 billion investment
• Escape will continue through its planned product
lifecycle
• Corsair will continue through its planned product
lifecycle
• All new EV product will be added
Michigan Assembly including Integral
Stamping and Assembly (ISA) / Body
Stamping Unit (BSU)
$250 million investment
• Current Ranger will continue, including Raptor
• Current Bronco will continue, including Raptor
• 3rd production crew will be added
• Stamping for Mustang, Bronco including Raptor,
Ranger including Raptor, F-150, Expedition,
Navigator, and Super Duty will continue
• Stamping for Escape, Corsair will continue thru
their planned lifecycle
Ohio Assembly
$2.1 billion investment
• All new EV van to be added
• Medium Truck will continue
• Super Duty will continue
• E-Series Cutaway and Stripped Chassis will
continue
$8.1 billion in investment by end of the agreement
7
ENGINE OPERATIONS
Plant Product Investment
Dearborn Engine
$20 million investment
• Duratec engine will continue
• 5.2L SC engine will continue
• All new EV Battery Pack
Cleveland Engine
$100 million investment
• Duratec engine will continue
• Cyclone engine will continue
Lima Engine
$90 million investment
• Cyclone engine will continue
• Nano engine will continue
Woodhaven Forging
$3 million investment
• Current engine family forgings will continue
• Forged Steel Crankshaft for 7.3L Engine
Program will be added
TRANSMISSION AND DRIVELINE
Plant Product Investment
Livonia Transmission
$120 million investment
• 10R transmission will continue
• 8FM transmission will continue
• 6R transmission will continue through its
planned product lifecycle
• Current gears will continue
Sharonville Transmission
$160 million investment
• 10R transmission will continue
• Current gear families will continue
• 6R transmission will continue through its
planned product lifecycle
Van Dyke Electric Powertrain Center
$230 million investment
• All new EV Power unit will be added
• Current EV Power unit will continue
• 8F57 transmission will continue
• HF55 transmission will continue
• 6F & HF45 will continue through their planned
lifecycles
Rawsonville Components
$200 million investment
• GEN IV Battery will continue and add
additional capacity
• BEV H and BEV G batteries will continue
through their planned lifecycle
• All new Hybrid battery
• AIS, Carbon cannisters, sequencing, and 10R
oil pump will continue
• Coil on plug and 6R oil pump will continue
thru their planned lifecycles
Sterling Axle
$130 million investment
• Axle production will continue for the following
vehicles: F150, Super Duty, Mustang, Expedition,
Navigator, Explorer, Transit with Aviator axle
production continuing thru its product lifecycle
8
STAMPING
Plant Product Investment
Bualo Stamping
$80 million investment
• Stampings for Edge and Nautilus will continue
through their planned product lifecycles
• Stampings for all new EV will be added
• Stampings for Super Duty, Expedition,
Navigator, E-Series and Medium Truck will
continue
Chicago Stamping
$30 million investment
• Stampings for Explorer, Transit, and Super
Duty will continue
• Stampings for Aviator will continue through
their planned lifecycles
Dearborn Stamping
$150 million investment
(shared w/ DDMP)
• Stamping for F-150, Expedition, Navigator,
Bronco, and Super Duty will continue
• Stampings for Lightning will continue through
their planned lifecycle
• Stampings for all new EV at REVC
Dearborn Diversified Manufacturing
$150 million investment
(shared w/ DSP)
• Hydroforming for F-150, Expedition, Navigator,
and Super Duty will continue
• Axle, shock, tire and wheel, front wheel end
assembly for F-150
• Tire and wheel will continue for Edge through
planned lifecycle
Woodhaven Stamping
$150 million investment
• Stampings for Explorer, Bronco, Mustang, and
service parts will continue
• Stampings for new EV will be added
• Stampings and hot metal forming for Escape,
Corsair, and Aviator will continue through
their planned lifecycle
• Stampings and hot metal forming for Explorer
will continue
NEW Right to
Strike Over Plant
Closing and Sale
Moratorium | 178C
Your UAW bargaining
team fought to keep the
Plant Closing and Sale
Moratorium. For the first
time in our history your
bargaining team was also
able to secure language
for the right to strike over
any potential plant closings
during the life of the
agreement. This language
provides additional job
security for our members
and their families.
Moratorium on Outsourcing | 29U
The UAW bargaining team successfully strengthened and
maintained the moratorium on outsourcing through the life of
the 2023 National Agreement.
Future Stamping Strategy Meeting Developed | 39C
The bargaining team continued to voice concerns over lack
of investment and utilization of our U.S. stamping operations.
The company recognizes these concerns and has agreed to
a new quarterly Joint Leadership meeting that focuses on
future investment and product opportunities for our UAW Ford
Stamping Facilities.
Sterling Axle Viability Letter | 235C
Your negotiators secured language to jointly continue the
long-term viability of the Sterling Axle Plant through leadership
meetings that will focus on future product and investment
opportunities. The company has also committed to prepping
available space in the facility for new potential work.
9
ELECTRIC VEHICLE
& BATTERY PLANTS
BATTERY | 105C | MARSHALL | 35C | TEVC | 243C
Battery & Electric Vehicle Plants – Job Security
The Electric Vehicle transition is a critical moment for autoworkers everywhere. Our job is to
make sure that all auto jobs – EV and ICE – are good jobs, and that this transition does not become
a race to the bottom. With that in mind, your national negotiators secured key agreements to
secure our jobs and make sure new EV jobs maintain our standards and protections.
Marshall Battery Plant Agreement (BOBM Marshall, MI)
Marshall Battery Plant will fall under the provisions of the Master Agreement at the point of
lawful recognition. Special provisions regarding operational flexibility will be negotiated based
on the unique circumstances of the manufacturing operations. Once recognized, surplus Ford
members will have rights to jobs at Marshall in accordance with Appendix N.
Tennessee Electric Vehicle Center (TEVC) Agreement
Dearborn Truck Plant and REVC employees will have rights under a transfer of operations
to relocate to the TEVC. Additionally, facilities with surplus employees will also be eligible for
voluntary transfers. At the point of lawful recognition, TEVC will fall under the provisions of the
Master Agreement in accordance with Article I, Section 4.
Job Security EV Transition
Additional job security will be provided, if needed, in the instance that all contractual provisions
of Appendix M are exhausted. Employees will have rights to accept work at newly planned LLC
Establishments in Kentucky and Tennessee under the provisions of the Master Agreement.
10
Your negotiating team went into this bargaining session laser focused to
get back many of the things that were lost during the downturn. Their goals
were not only met, but exceeded in areas of elimination of wage tiers, and
increasing moving allowances. Certain plants were subject to lower wages,
which has now been eliminated, thus eliminating tiers as it pertains to
wages.
All plants will now be handled through the JSP Job Posting Process, which
ends tiers within Appendix N, the Preferential Placement Hierarchies.
Improvements were made to Return to Basic Unit rights within the
Preferential Placement Hierarchies, strengthening our member’s seniority
rights, and all of Appendix O, Return to Basic Unit, was restored despite a
hard push by the Company.
With the dismantling of all the wage tiers during this historic bargaining
session, your national negotiators were able to have “Appendix V –
Memorandum of Understanding UAW Ford Wage & Benefit Agreement for
Seniority Non-Skilled Employees Hired On or After November 19, 2007”
removed from the agreement, something that was first negotiated 16 years
ago heading into the great recession.
JOB SECURITY
PROGRAM
11
INCREASED MOVING ALLOWANCES
Moving Allowance Type Old Contract New Contract Increase
Basic Moving Allowance $6,000 $8,000 $2,000
Enhanced Moving Allowance $30,000 $37,500 $7,500
Modified Enhanced Moving Allowance $30,000 $37,500 $7,500
All Plants Brought to the Same Wage Scale –
Eliminating Tiers | 6C
Your bargainers were able to negotiate that
all plants will be at the same wage scale,
bringing Rawsonville Components Plant and
Sterling Axle Plant up from the Table 2 and
Table 3 wage tables. This brings an end to
the tiered system pertaining to wages across
our facilities. In addition, these plants will be
represented in Appendix N, the Preferential
Placement Hierarchies, making all facilities
equal within the job security posting process.
Skilled Trades Can No Longer be Forced Into
Production | 132A
Your bargaining team was able to strike
language in Appendix N that gave the
Company the option to force skilled trade
workers into production openings. Our
skilled trade members will now have the
option to volunteer to go into production in
every scenario in the Preferential Placement
Hierarchy.
Skilled Trades Reduced to Production Will
Continue to be Paid Their Skilled Trade
Rate of Pay | 134A
Skilled Trades working in production (SWIPs)
will now be paid their applicable skilled
trades rate of pay upon being reduced into
production. Your negotiators were able to
secure this rate of pay until receiving a job
oer in their skilled classification or up to 6
months, whichever happens first.
Return to Basic Unit Rights Combined with
Recall in Step 1 | 128A, 134A
Your negotiators were able to combine Return
to Basic Unit rights with regular recall. This
adjustment, combining Step 1a and Step 1b in
both Hierarchies, will allow for seniority to be
the sole factor in recalling our members.
No More Tiered Vacation Time
In-Progression to Equal Legacy Workers
| 229A
In-Progression workers’ vacation time was
capped at 160 hours. Your bargaining team
was successful in ending the inequality
concerning vacation time amongst our
members. The maximum vacation allotment
for In-Progression workers has increased
to 200 hours, which now mirrors Legacy
workers.
Entire Plant Now Eligible for Postings when
Mandatory Oers Occur | 130A, 136A
Your bargaining team won new language
allowing volunteer job oers to the whole
plant prior to those lower seniority members
that are subjected to mandatory job oers.
Improvements Made for Access to MODAPTS
Studies for UAW Representatives | 150C
Your bargaining team was successful in
winning language to grant additional UAW
representatives access to Global Study
Process Allocation System (GSPAS), which
will help in the issue of time studies done on
jobs at their facilities.
Increases to Moving Allowances | 56A-58A
Your bargaining team was able to secure increases to all available moving allowances:
• The Basic Moving Allowance increases from $6,000 to $8,000, a 33% increase.
• The Enhanced Moving Allowance increases from $30,000 to $37,500, a 25% increase.
• The Modified Enhanced Moving Allowance increases from $30,000 to $37,500, a 25%
increase. If a member returns to their basic unit under this option they will receive $8,000, a
$2,000 increase.
12
SEPARATION PACKAGES
Enterprise-Wide Buyout Oerings | 73C
Your UAW bargaining committee was successful in negotiating enterprise-wide buyout
oerings for our legacy members. The Special Retirement Incentive (SRI) will be for $50,000
(gross pretax) for an unlimited number of eligible production and skilled trade members. The
sign-up period for the SRI will be determined by the national parties and all eligible applicants
will be required to retire during the 2024 calendar year (by 12/1/2024)
SUPPLEMENTAL
UNEMPLOYMENT BENEFITS
(SUB)
Supplemental Unemployment Benefit (SUB)
Improved | 47U
The UAW was successful in strengthening the
protections for each member covered by the
Supplemental Unemployment Benefit Program
(SUB). With funding assured for the life of the
agreement, the negotiators were able to secure
protection for our members in cases of layo.
SUB Eligibility | 118A, 9G
All members, including Temporary Full-Time
(TFT) members, will be SUB eligible after 3
months of continuous employment.
Global and/or Domestic Acts of Terrorism | 4C
In cases of Global or Domestic acts of terrorism,
the Company will pay short work week for the
duration of the incident in that current pay
period.
Delayed Sub Benefits | 52C
Your negotiators won language allowing for SUB
benefits to be paid in cases of a delay in State
Unemployment Benefits.
Short Work Week Benefit | 10G
Short Work Week will now be paid for
any member with 3 months of continuous
employment: This includes both Full-Time and
Temporary Full-Time members.
Parity in Income Security/SUB Pay | 15 G
Our negotiators secured language eliminating
tiers and obtaining parity in Income Security/
SUB Pay. All full-time members with 3 months
of continuous employment will now be eligible
for one year of SUB Pay and one year of TAP
(Transition Assistance Plan) benefits if placed
on an indefinite layo. This also allows our
members to continue healthcare benefits for 24
months while on indefinite layo.
Supplemental Unemployment Benefits for the
Duration of the Agreement | 47U
Your negotiators won language that ensures the
Company funds the SUB plan for the length of
the agreement.
Short Work Week Overtime Improvements
| 18G
Short Work Week benefit will be paid per day
with no loss of benefit for overtime worked or
refused before or after the occurrence.
13
TEMPORARY WORKERS
Your UAW national negotiators went into this set of negotiations with the mindset to
improve all areas for the temporary workforce. The misuse of temporary workers has
historically been an issue and was one of the top priorities of your negotiating team
therefore upon ratification all active temps with over three months of continuous service
will be converted to full-time status after ratification. Major improvements in all aspects
of the temporary workforce were achieved, including the time of employment it takes
to become full-time. The UAW national negotiators were able to win improvements for
temporary workers, many of which help bring equality within our membership.
All Temporary Workers to be Converted to
Full-Time Status | 240C
Your national negotiators were able to win
language that will allow for the converting
of all temporary workers with three months
of continuous service. Upon ratification all
temporary workers who have three months
of continuous service will convert to full-time
status. Those who do not have three months of
continuous service will convert upon reaching
9 months of continuous employment or if there
is a full-time need at the facility (following the
Preferential Placement Hierarchy), whichever
happens first.
9-Month Maximum Period to Full-Time Status
| 50C-51C
Your bargaining team was successful in lowering
the maximum length of time it takes to become
a full-time worker to 9 months of continuous
employment. If a temporary worker is inactive
for more than 30 days, only the period over
30 days will need to be made up towards the
9-month period. Temporary workers may still
be converted to full-time status prior to the
9-month period.
Upon Conversion to Full-Time Status Workers
Keep Original Hire-In Date | 112A
Your bargaining team was able to negotiate
language that when temporary employees are
converting to full-time status they will retain
their original hire-in date as their Ford Service
Date, so long as they have not had a 30+ day
break in their continuous service. This will
separate full-time conversion groups by their
original hire-in date for purposes of seniority.
This is a major win from the 90-day backdate
conversion language used in the 2019 UAW
Ford CBA. This new process will take eect on
January 1, 2024 and continue thereafter.
Temporary Workers Now Eligible for Profit
Sharing Plan | 113A, 17H
Your bargaining team was able to win eligibility
for temporary workers into the Profit Sharing
Plan, starting in 2024 for plan year 2023. This
is a historic win for these members, as it is the
first time they will be eligible for the Profit
Sharing Plan since its inception over 40 years
ago in 1982.
Temporary Workers Eligible for Bereavement
and Jury Duty Pay | 113A
Your negotiators were able to win language
for temporary workers to be eligible for
Bereavement and Jury Duty pay, with the same
qualifying paid time o as a seniority member.
Holiday Pay Eligibility Improved | 114A
Your bargaining team was able to improve
Holiday Pay eligibility for temporary workers
from 90 days worked to three months of
continuous service.
Orientation for Our Members Who Convert to
Full-Time Status | 111A-112A
Language was won by your bargaining team for
newly converted full-time workers to be given
a joint orientation. The orientation will give
our members an opportunity to learn what it
means to be a full-time member as it pertains to
benefits, National Attendance Policy, vacation
eligibility, etc.
Up Front Lump Sum Payment | 253C
All active Temporary Workers will receive the
$5,000 Up Front Lump Sum Payment. Payment
will be made within two weeks of ratification of
the agreement.
Current
Seniority
Hourly
Rate
90 days to 52 weeks $16.67
53 weeks to 104 weeks $16.67
Tentative Agreement
Immediate
Step
Increase
Step
Increase
Step
Increase
Step
Increase
$24.91 $27.49 $32.09 $38.88 $40.82
$26.69
$31.15 $37.75 $38.88 $40.82
17%
10%
21%
17%
3%
21%
49%
60%
Wage Increases for Current Temps
with Three Months of Continuous Service
• Total wage increase ($16.67 to $40.82) is a 145% compounded increase
*Credit received for all time worked
*Does not include estimated $1.78 COLA over CBA term
NEW STARTING WAGE: $21.00
14
OCCURENCE AND DISCIPLINARY PROGRESSION
Occurence Number Penalty Measurement Period
1st Occurence No Penalty January 1 - December 31
2nd Occurence No Penalty January 1 - December 31
3rd Occurence No Penalty January 1 - December 31
4th Occurence R & W
(6) Month Lock-In
Discipline Period
5th Occurence RW + 1 Day
(6) Month Lock-In
Discipline Period
6th Occurence RW + 3 Days
(12) Month Lock-In
Discipline Period
7th Occurence
R&W + 2
Weeks
(12) Month Lock-In
Discipline Period
8th Occurence Termination
ATTENDANCE
Increased Disciplinary Progression
Steps | 154 C
Your negotiators fought to add an
additional absenteeism occurrence
step into the disciplinary
progression table increasing from
(7) steps to (8) steps.
Measurement Period for Discipline
Reduced | 153C
Discipline administered at the 4th
and 5th occurrence steps will be
locked in for the calendar year
or six (6) months, whichever is
greater, reduced from twelve (12)
months.
Discipline Suspension Days
Reduced | 154C
The maximum discipline suspen-
sion is two (2) weeks, reduced from
one (1) month.
Increased Flexibility for Paid Time
After-the-Fact | 153C
Eligible members may now use
up to (60) hours of personal or
vacation time after-the-fact on an
annual basis. Prior to progressing
to termination a member may
request and be granted, only once,
the ability to use paid time after-
the-fact for unforeseen absence(s)
leading to the 8th occurrence step
provided that the member has
properly notified the Company of
the absence(s).
Discipline Will Follow
Progression | 154C
Discipline progression will be based
on the most recent attendance
discipline penalty on record, except
in cases of consecutive absences
which are counted individually.
Discipline Records Revert
to Zero | 155C
All members will revert to zero (0)
occurrences and (0) discipline for
the charge of absenteeism upon
implementation. *Will not take
place until January 1, 2024*
Other Attendance Improvements
Family Days Retained
| 79C-80C
Your negotiators fought to
keep up to two (2) Family
Days for the life of the
agreement for members
who are eligible. Members
with active absenteeism
discipline are no longer
prevented from scheduling
their Family Days in
advance.
Enhanced Bereavement
Provisions | 38A
Members may request and
be paid for approved days
o in instances that do not
involve a formal service
in the event of death.
However, members must
provide rationale for the
days requested in addition
to the documentation
substantiating relationship
to the deceased.
Enhanced Bereavement | 38A
• In response to Union concerns, improvements were made in
bereavement pay matters. In the new agreement, an eligible
member will now receive 5 days in the event of death of a
stepparent, improved from 3 days.
• The agreement also adds “brother-in-law” and “sister-in-law”
to the list of immediate family members. This will allow an
eligible member to receive three days of bereavement pay.
Veteran Medical Appointments | 257C
Your negotiators recognize the sacrifices of our veterans and to help further assist those
who have or are in the process of securing benefits/medical service and have prescheduled
medical appointment with Veteran Aairs Medical Department shall not be an occurrence
under the National Attendance Policy with a 5-day notice and proper documentation.
15
IMPROVED. EXPANDED. PROTECTED
OTHER BENEFITS
NEW TESPHE (401k) Annuity Retirement
Option | 12C
Your negotiators bargained an option that allows
the conversion of your TESPHE (401k) account
to an annuity upon retirement. Annuities are
contracts made with an insurance company
that provide a fixed income stream used for
retirement. It can also provide tax deferral and
protection against market volatility that can be
beneficial in retirement. Implementation will
happen as soon as administratively feasible.
Life Income Benefit | 65D,67D
The Life Income Benefit rate will be
increased $5 upon ratification of the 2023
collective bargaining agreement.
Legal Service Plan Enhancements | 134C-138C
The Union successfully negotiated the
continuation of the plan. The Union also
won funding for the life of the agreement.
Temporary members are now eligible for
plan services after 90 days of employment.
Any case that is opened will be completed
regardless of the status of the member.
GROUP LIFE INSURANCE
Survivor Income Benefits (SIB) | 5E
Prior to this contract, seniority non-skilled
and new skilled trades (hired or attained
journeyperson status on or after November
18, 2019) were not eligible for Survivor
Income Benefits. Under this contract, all
full-time members will be eligible to receive
Survivor Income Benefits (SIB). This includes
Transition and Bridge Survivor Income Benefits
eligibility. This provides families with income
security in the event of a member’s death.
Optional Life Insurance Enhancements
Members can increase Optional Life
coverage up to $700,000 9F. Additional
incremental option amounts are now
available. Dependent Group Life maximum
coverage amounts improved to
$175,000 for the spouse and $70,000 4F for
the loss of a dependent child. Yearly open
enrollment periods were renewed 167C.
Stability of this member self-paid program
was addressed and rates were adjusted
for long term viability. 5F, 10F, 168C
Health Care During Layo Improved | 29F-30F
Your bargaining team addressed the inequity of
health care coverage during indefinite layos.
As a result, all full-time members will receive 24
months of health care coverage when placed
on indefinite layo. This will provide security to
members and their eligible dependents.
Vision Care Program Improvements
Members and dependents who have vision
benefits under the Vision Care Program
administered by SVS will have the following
vision improvements beginning on the eective
day of the agreement;
• Members and dependents will now be
eligible for frames, lenses or contacts every
12 months | 37F
• Corrective eye surgery (LASIK)
reimbursement amount increased to $350 |
35F
• Waiting period for lenses, frames and
contacts, reduced to 12 consecutive months
following corrective eye surgery (LASIK) |
36F
Chiropractic Care Now Covered | 49F
Members and dependents enrolled in the BCBS
National PPO Plan will now have Chiropractic
Care as a covered benefit eective January
1, 2024. This will include spinal manipulation.
The plan will allow for 24 visits annually with a
copayment equal to the member’s oce visit
copayment.
Medical Travel Benefit | 50F
This new benefit allows members enrolled in
the BCBS National PPO Plan a medical travel
reimbursement of up $2,000 per member per
calendar year for certain medical services.
Travel must be greater than 150 miles from their
home. This benefit will be eective January 1,
2024 or as soon as administratively feasible.
Preventative Screening Coverage Enhanced |
45F-46F
Members enrolled in the BCBS National PPO
Plan will have coverage for the following
preventative services without a diagnosis code
requirement eective January 1, 2024 Complete
Blood Count (CBC), Comprehensive Metabolic
Panel (CMP) and Basic Metabolic Panel (BMP)
Fertility Benefits | 50F
Fertility Benefits will be covered for members
enrolled in the BCBS National PPO Plan. This
benefit will begin on January 1, 2024 or as
soon as administratively feasible. The benefit
includes medical services and prescription
drugs with a maximum annual benefit of
$5,000 per member and covered spouse only.
HEALTH CARE BENEFITS
16
HEALTH & SAFETY
Negotiators Win Increased Protections
Your elected negotiators won new training programs,
as well as improvements in existing programs, to help
keep you safe on the job. Bargainers also maintained
many of our programs and initiatives that exceed state
and federal guidelines. A variety of complex health
and safety issues were addressed by the negotiators,
including ergonomics, emergency response, material-
handling, chemical safety training updates, trailer
inspections, new BEV core team involvement, Artificial
Intelligence and others.
Emergency Response Teams Equipment
Improvement | 197A
The importance of Emergency Response Teams
(ERT) at the facilities cannot be underestimated.
Your negotiators recognized this and secured the
commitment that our ERT core team will conduct an
equipment evaluation for required equipment and
missing equipment and develop a plan to replace what
is needed.
Local Ergonomics Committees Properly Supported |
171A
In the continuing eort to reduce injuries to our
members, the negotiators obtained a recommitment
from the Company to provide an Ergonomist on the
National Joint Committee Health and Safety (NJCHS)
to support our Local Ergonomic Committee.
Enhanced Focus on Changing Technology and ECPL
Placarding | 94C
The negotiators are keenly aware of the importance of
Energy Control and Power Lockout (ECPL) practices
and placarding to the membership. Recognizing the
ever-changing technological landscape, the committee
insisted that the National Joint Committee Health
and Safety explore placarding best practices and
incorporate them into the ECPL program.
Enhanced Dock Lighting Inspections | 94C
The Company will ensure that each manufacturing/
parts distribution facility will develop and implement
inspections for exterior lighting providing proper
illumination for our members’ safety.
Chemical Safety Improvements | 100C
The negotiating committee expressed concerns
regarding the many dierent chemicals the
membership is exposed to especially with the new
technological processes in manufacturing. As a
result, the Company agreed to update and distribute
chemical supplemental sheets and develop/deliver a
Chemical Safety Refresher.
Trailer Inspection | 94C
Realizing the importance of trailer inspections for the
safety of our members, the negotiating team secured
commitments to research and benchmark industry
wide trailer inspections securing the best practice
for the membership. These best practices shall be
presented by the NJCHS to the Manufacturing and
Non-Manufacturing Safety Councils for adoption.
Isolated Worker Safety | 194A
The safety of members performing work in isolated
conditions was a concern of the negotiating team.
It was agreed that the NJCHS will explore and pilot
technologies to reduce isolation work exposure and
improve the safe execution of isolated work across
the facilities.
Safety Messaging | 94C
Safety communication is mutually important for
both the Union and the Company. Understanding the
importance of standard messaging throughout all the
facilities, it was agreed to explore multiple messaging
process improvements.
Artificial Intelligence Technology Research
| 94C
Protecting the health and safety of the membership is
the first priority of the negotiating team. To that end,
the negotiating team expressed concerns regarding
the influence of AI technology in the workplace.
Therefore, it was resolved that research by the NJCHS
into AI technology and how it relates to worker safety
and its application to facility operations was obtained
by the negotiators.
Voluntary Cardiac Pulmonary Resuscitation (CPR)
Training | 94C
In an eort to boost the health and safety of the
membership, the Company agreed that all facilities
will oer, on a voluntary basis, Friends and Family
CPR training to the workforce.
Battery Electric Vehicle (BEV) Core Team | 95C
The negotiating team is very aware of the changing
manufacturing technology and the challenges
these new processes present to the occupational
health and safety of the membership. To that end,
the negotiators secured NJCHS membership to the
BEV Core Team. This team is responsible for battery
electric vehicle safety programs including ensuring
the safety of our membership.
Research Funding | 44C
The negotiators remain committed to the Health
and Safety of the membership and secured a
recommitment from the Company to initiate and
fund research into Breast Cancer Prevention
Studies and Opioid Use Disorder. Additionally, the
Company will initiate and fund research into the
Health and Safety of workers exposed to Epoxy
Resins, Thermal Decomposition Products and
Isocyanates. Lastly, to participate in the study
of Engineered Nano Materials with The National
Institute for Occupational Safety and Health
(NIOSH).
T
17
RECORD
PROFITS
RECORD
CONTRACTS
Equal
vs.
Value of gains in
2023 TA worth
more than 4X
value of gains in
2019 CBA
2019 CBA
2023 TA
More in raises
than past 22 years
combined.
VALUE OF GAINS IN TENTATIVE AGREEMENT
2019 CBA
2023 TA
RECORD
PROFITS
RECORD
CONTRACTS
Equal
All Wage Increases
from 2001–2022
Wage Increases in
2023 Ford Agreement
23%
25%
Current Ford Temps Get
150%
Raise Through 2023
Agreement
88%
Raise Immediately
Some Workers at
Sterling Axle/Rawsonville
Get up to
Top Wage Will
Increase About
Starting Wage Will
Increase About
68%
Through 2023
Ford Agreement
33%
WE MADE
HISTORY
Progression
Won Back Pre-’09 COLA
Killed Divisive Wage Tiers
Won Back 3-Year Wage
in Ford Agreement
50%
Since we launched our
Stand Up Strike, Ford’s oer
increased in value by
STRIKES WORK
* w/ est. COLA and
compounded GWI
20
RETIREMENTS UNDER
THE NEW CONTRACT
Your bargaining committee was able to fight for an agreement that provides significant
improvement in retirement security for future retirees by securing an immediate increase in the
Life Income Benefit of $5.00 per year of credited service for all future retirees. This increase is the
first in the Life Income Benefit since the 2007 agreement. | 65D, 67D
LIFE INCOME BENEFIT
Benefit Class Code Current Contract
Retirements on or after
10-01-2023
A $53.55 $58.55
B $53.80 $58.80
C $54.05 $59.05
D $54.30 $59.30
The 30-and-out benefits will be increased $295 per month under this proposed historic
agreement. Members who retire with 30 years of service prior to age 62 and one month. Monthly
income will increase from $3,170 to $3,465 for retirements on or after October 1, 2023. | 73D
30-and-out Monthly Income
Current Contract
Retirements on or after
10-01-2023
Current Contract $3,170.00 $3,465.00
30-and-out Supplement
Temporary Supplemental Benefit
Retirees who qualify for a total and permanent disability retirement, or for a special early
retirement (layo due to plant closings or discontinuance of operations) prior to age 62 and one
month, will receive the Temporary Benefit combined with the Life Income Benefit unreduced for
early retirement. This benefit was improved in this proposed agreement. | 62D, 72D
Temporary Benefit
Retirement Date Current Contract
Retirements on or after
10-01-2023
Current Contract $51.40 $56.20
Maximum Payment $1,542 $1,686
21
The Interim Supplement is paid to retirees who retire prior to age 62 and one month with less
than 30 years of service. The amount per month per year of credited service, under the current
agreement, payable at retirement ages 60 and 61, is $48.85. The improved amounts negotiated
under the proposed agreement is $53.37, eective Oct. 1, 2023, paid until age 62 and one month
addition to the basic benefit described above, reduced for early retirement.
Wage Rate
per hour
Annual
Contribution
@6.4%
based on 40
hours
Annual
Contribution
@10.0%
based on 40
hours
Annual
Increase in
Company
401(k)
Contributions
Increase in
Company
Contribution
over life
of the
agreement
(4.63 years)
Total 401(k)
Contribution
over life
of the
agreement
including
$1 in lieu of
Health Care
Contribution
$23.00 $3,061.76 $4,784.00 $1,722.34 $7,973.97 $31,780.32
$24.00 $3,194.88 $4,992.00 $1,797.12 $8,320.67 $32,743.36
$25.00 $3,328.00 $5,200.00 $1,872.00 $8,667.36 $33,706.40
$26.00 $3,461.12 $5,408.00 $1,946.88 $9,014.05 $34,669.44
$27.00 $3,594.24 $5,616.00 $2,021.76 $9,360.75 $35,632.48
$28.00 $3,727.36 $5,824.00 $2,096.64 $9,707.44 $36,595.52
$29.00 $3,860.48 $6,032.00 $2,171.52 $10,054.14 $37,558.56
$30.00 $3,993.60 $6,240.00 $2,246.40 $10,400.83 $38,521.60
$31.00 $4,126.72 $6,448.00 $2,321.28 $10,747.53 $39,484.64
$32.00 $4,259.84 $6,656.00 $2,396.16 $11,094.22 $40,447.68
$33.00 $4,392.96 $6,864.00 $2,471.04 $11,440.92 $41,410.72
Interim Supplement | 75D, 76D
Current Retirees will once again receive a lump sum bonus under the proposed agreement. Your
bargaining team negotiated bonuses for retirees who retired prior to 10-01-2023. Retirees and
surviving spouses will receive a total of five yearly payments of $500 each. The first payment will
be scheduled no later than the end of the first quarter of 2024, and the remaining payments will
be scheduled in December 2024, 2025, 2026, and 2027.
Current Retiree Bonuses Return | 149C
Your bargaining team fought to improve retirement security for members who are eligible
for the company contribution and was successful in gaining a significant improvement in the
company contribution to the TESPHE for our members who currently have a 6.4 percent company
contribution rate. With the new agreement, In-Progression employees will receive a significant
increase in the company contribution rate to 10 percent. This increase will greatly improve the
ability to prepare for a secure retirement.
TESPHE Improvements | 22I
22
Wage Rate
per hour
Annual
Contribution
@6.4%
based on 40
hours
Annual
Contribution
@10.0%
based on 40
hours
Annual
Increase in
Company
401(k)
Contributions
Increase in
Company
Contribution
over life
of the
agreement
(4.63 years)
Total 401(k)
Contribution
over life
of the
agreement
including
$1 in lieu of
Health Care
Contribution
$34.00 $4,526.08 $7,072.00 $2,545.92 $11,787.61 $42,373.76
$35.00 $4,659.20 $7,280.00 $2,620.80 $12,134.30 $43,336.80
$36.00 $4,792.32 $7,488.00 $2,695.68 $12,481.00 $44,299.84
$37.00 $4,925.44 $7,696.00 $2,770.56 $12,827.69 $45,262.88
$38.00 $5,058.56 $7,904.00 $2,845.44 $13,174.39 $46,225.92
$39.00 $5,191.68 $8,112.00 $2,920.32 $13,521.08 $47,188.96
$40.00 $5,324.80 $8,320.00 $2,995.20 $13,867.78 $48,152.00
$41.00 $5,457.92 $8,528.00 $3,070.08 $14,214.47 $49,115.04
$42.00 $5,591.04 $8,736.00 $3,144.96 $14,561.16 $50,078.08
$43.00 $5,724.16 $8,944.00 $3,219.84 $14,907.86 $51,041.12
$44.00 $5,857.28 $9,152.00 $3,294.72 $15,254.55 $52,004.16
$45.00 $5,990.40 $9,360.00 $3,369.60 $15,601.25 $52,967.20
$46.00 $6,123.52 $9,568.00 $3,444.48 $15,947.94 $53,930.24
$47.00 $6,256.64 $9,776.00 $3,519.36 $16,294.64 $54,893.28
$48.00 $6,389.76 $9,984.00 $3,594.24 $16,641.33 $55,856.32
$49.00 $6,522.88 $10,192.00 $3,669.12 $16,988.03 $56,819.36
$50.00 $6,656.00 $10,400.00 $3,744.00 $17,334.72 $57,782.40
$51.00 $6,789.12 $10,608.00 $3,818.88 $17,681.41 $58,745.44
$52.00 $6,922.24 $10,816.00 $3,893.76 $18,028.11 $59,708.48
Note: Assumes 40 hours per week for 52 weeks. No increase in pay and no earnings on
Company contributions.
Continued:
23
Skilled Trades Tool Allowance | 29A
The national negotiating committee was successful
in attaining a special one-time increase of $1.50 per
hour that will be added to the base rates of skilled
tradespersons. The increase will be applied upon
ratification of the tentative agreement after the
general wage increase of 11% for 2023.
Tool Room Investment | 65B
Our negotiators were successful in bargaining a $3
million investment for plant traditional tool room
machinery. Plants will be able to submit requests/
business case for new tool room equipment to the
National Joint Skilled Trades Governance Committee
for consideration.
Dearborn Tool And Die Investment | 47B
Our negotiators were successful in securing $15
million in capital investment for new technology for
the Dearborn Tool & Die Plant. This represents a $5
million increase from the 2019 agreement.
Technical Training Center Investment | 67B
Our negotiators won a $5 million capital investment
for the Technical Training Center. This funding
will be allocated to improve the existing facility
in technology and equipment at the TTC, and
to develop new curriculum for Apprentices,
Journeypersons and Production Workers.
New Apprentice Tracking System | 39B
The parties have agreed to identify and implement
a new apprentice tracking system to enable the
National Joint Apprenticeship Committee and
the Local Joint Apprentice Committee (LJACs)
to accurately track apprentices as they progress
through their required training.
TTC Instructor Opportunities | 39B
Our negotiators won language allowing active
journeypersons becoming trainers/instructors
at the Technical Training Center. This will ensure
our members receive the most current skill sets in
technology moving forward.
SKILLED TRADES
Reduction-in-Force Language for Active
Apprentices Strengthened | 34B-37B
The Union negotiated language stressing the
importance for apprentices to continue a training
path that is without interruption during the term of
the apprenticeship program.
New Spindle Repair Locations | 61B
Our negotiating team was able to secure two new
spindle repair locations (Center of Excellence) in
Southeastern Michigan and Ohio. The centralized
locations will service all Southeastern Michigan
plants and Ohio plants.
Plant Apprentice Program Subcommittees | 13B
Local Subcommittees of the Joint Apprentice
Committee will be strengthened by adding a
member of the Plant Operating Committee/Area
Manager to the team.
Apprentice Forecasting and Development |
40B-46B
Our negotiators succeeded in increasing the
percentage and threshold ratio for apprentices.
Forecasting methodology defines an annual
calculation of skilled trades that will turn age 65
under each year of the agreement. 55% of that
number will generate new indentured apprentices
(per location) of that defined calendar year. The
2023 CBA methodology snapshot will indenture
approximately 700 new apprentices system wide by
the end of the agreement. Each location will jointly
identify the trade mix of indenturing apprentices.
Additionally, we were able to raise the required
number of apprentices as a percentage of each
location’s skilled population from 5% in 2019 to 8% in
2023.
One for One Replacement | 41B
Negotiators were able to secure language which
will replace every journeyperson from every
apprenticeable trade voluntarily separating prior to
age 61 with an apprentice the following year.
Your bargaining team was successful in improving language for
all of our skilled trade workers. A $1.50 tool allowance will be
added to all skilled trade classification wage rates. A $3 million
investment will be allocated for tool rooms systemwide. Language
was secured for our apprentices including a new robust apprentice
forecasting methodology. Skilled trade journeypersons retiring from
an apprenticeable trade classification prior to age 61 will now be
replaced with an apprentice on a one-for-one ratio, providing job
security for our skilled workforce.
24
SKILLED TRADES
New Technology & Advanced Manufacturing | 68B
Rearmed commitment to a monthly meeting
of the National Joint Apprentice/Governance
Committee on technological progress to ensure
awareness and involvement of the deployment of
emerging technologies. Language was captured
to install and train on WorkStation of Tomorrow
assembly line at the Technical Training Center.
WORK LIFE BALANCE
Maximum of 1 Week for Vacation
Shutdown Period | 255C
Your national negotiators were able to win
language that plants can only mandate 1
week for a vacation shutdown period. Many
of our members will be able to retain a whole
week of vacation to be used at their own
discretion. Eligible members at plants that
have multiple weeks of a shutdown period
will be able to file for Unemployment and
Supplemental Unemployment Benefits (SUB).
Paid Parental Leave | 59A
Paid Parental Leave will be provided to
seniority full-time members to be able
to bond with a child following the birth,
adoption, or placement of a foster child
under the age of 18. Eligible members will
receive pay for up to 80 hours in a 12-month
period.
Additional Holiday Added | 43A, 44A
The bargaining team was successful in
negotiating Juneteenth as an additional
holiday to be recognized each year of the
agreement.
Changing Shift on AWS | 9C
The Union won language that allows
members moving from C Crew to A Crew
to have the following opportunities: The
member will have the opportunity to work a
dierent scheduled day in the current week
to make up for the transition or to be laid o
(full or partial shift) one day in the previous
or current week of the move. The layo day
will be at the discretion of the local parties.
25
Advanced Manufacturing/Product Intelligence
The transition to electric vehicles coupled with
the constant evolution of emerging technologies
in the automotive industry will have a profound
impact on our UAW Ford manufacturing facilities.
Now more than ever we need to be knowledgeable
and flexible as we pivot toward this monumental
change. Transparency and collaboration between
the UAW and Ford Motor Company is essential for
both parties to meet this challenge. To that eect
your UAW negotiations team won several contractual
improvements in advanced manufacturing.
Developed Advanced Manufacturing Governance
Training Committee | 156A
Your UAW bargaining team won a commitment from
the Company to develop an Advanced Manufacturing
Governance Training Committee to assess needs
for relevant trainings, provide support and ensure
implementation of identified trainings.
Access to Additional Advanced Manufacturing and
Product Intelligence Meetings and Reviews | 144A
The bargaining team improved the language that
provides access and early involvement into meetings
and reviews directed towards new technologies and
the transition to electric vehicles.
ADVANCED MANUFACTURING & SOURCING
Quality Programs Strengthened
UAW members play a crucial role in the UAW Ford
“Best-in-Class” Quality Program. Your negotiators
strengthened supplier relations, reinforced the
charter process, and protected the number of
existing Quality Operating System Coordinator
(QOSC’s). By doing so, the union will have the ability
to hold the Company accountable to the Quality
Operating System (QOS) and provide us with greater
job security.
Joint Scheduled and Unscheduled Visits | 160A
Your negotiators won language that will provide the
National Quality Committee (NQC) with tools used
for unscheduled (No-Knocks) and scheduled audits.
This will provide improvements to the “UAW Ford
Best-in-Class Quality Program.”
Supplier Relations Fortified | 165A
The National Quality Committee will have monthly
access to the list of UAW suppliers that are “at-risk”
or had their Q1 status revoked. Monthly access will
allow the NQC to address concerns prior to having
Q1 status revoked. This will enhance the quality of
products coming into our UAW Ford facilities.
QUALITY
Access to Battery Research Facilities and Emerging
Battery Technology | 145A
The bargaining team won access to the company
owned battery research facilities and new battery
technology reviews.
Workstation of Tomorrow Training Cell to be Added
at the UAW Ford Technical Training Center | 68B
The bargaining committee won a $1 million dollar
investment towards a Workstation of Tomorrow
assembly cell for the purpose of training our skilled
and production UAW Ford members as advanced
technologies are introduced.
Sourcing
Stamping Hits and Loads | 10C
The Company must provide the Union with stamping
hits & loads quarterly, of all UAW Ford Stamping
facilities. This allows the UAW-NFD to determine the
health of our stamping plants, and if needed to look
for and attempt to insource work.
Purchasing Liaison | 109C
The Purchasing Liaison language was updated. The
Union has a direct line to Purchasing to ask for and
receive Sourcing information.
Importance of Quality Training for UAW Members |
26U
Your negotiators discussed the importance of
quality training for our new and existing members.
As a result of those discussions the National Quality
Committee (NQC) is committed to:
• Review and update all quality targeted training
modules to train and/or re-train the hourly work
force in quality as needed.
• Provide updated quality training sections in the
New Member Orientation (NEO) yearly.
26
QUALITY
Medical Testing Clarification | 66C
Under present conditions, Medical will use the
Clinical Operations Substance Abuse Manual
and will not test members for marijuana when
returning from a medical leave unless the
member:
• is a DOT operator,
• is returning from a substance use disorder
leave; or
• is showing signs of impairment.
Wellbeing Recognition | 66C
A wellbeing recognition program was
negotiated for members that make significant
improvement to their wellbeing. This program
is being developed by the National ESSP
Committee and will be communicated
to the membership from the local ESSP
representatives.
Plant ESSP Representatives Training | 214A
ESSP plant representatives will receive
professional development wellbeing training
to promote healthy lifestyles in the plants.
Fitness Center Allocations | 219A
Your bargaining team negotiated a total of
$2.5 million up from $2.0 million, to maintain
and or replace fitness center equipment and
fund wellbeing objectives.
Fitness Center Vouchers | 219A
Gym vouchers will be increased from $250 to
$350 annually for members at Plants, Parts
Supply & Logistics (PS&L) locations without
fitness centers.
ESSP/Chairperson Notification | 66C
The bargaining team won language for ESSP
Representatives and Chairpersons to be
notified in level 1 of the emergency response
plan.
Chaplaincy Ordination and Certification | 68C
Certification and Ordination training for
Chaplains will be covered by the Personal
Development Assistance (PDA) (according to
the program guidelines).
Grievance Reinstated into the Substance
Abuse Related Leave Process | 194C
The grievance procedure was added back into
the third step of the (SARLP) process which
was previously eliminated.
EMPLOYEE SUPPORT SERVICES PROGRAM (ESSP)
27
Employee Tuition
Assistance Plans (ETAP)
Education Tuition Assistance Program (ETAP)
Increases to $8,000 | 206A
Your negotiators recognized the high cost and
importance of education for UAW workers. Your
negotiators won an increase in the ETAP benefit
to $8,000 annually (up from $6,000) for active
workers leading to a GED or degree (Associates,
Bachelors, Masters, or Ph.D.) at an approved
regionally accredited institution.
Temporary Workers Now Eligible for ETAP and
PDA Benefits | 206A
Temporary workers are now eligible to use the full
ETAP ($8,000) and PDA ($4,000 of the $8,000)
benefit for tuition assistance after 90 days of
employment. Previously, temporary workers could
only use PDA for Industrial Readiness Certificate
Program (IRCP) courses and were not eligible for
ETAP.
Personal Development Assistance (PDA)
Increases to $4,000 | 207A
Your negotiators recognized the increased cost
and importance of non-degree educational
courses for UAW members. Negotiators won an
increase in the PDA benefit to $4,000 annually
(up from $3,000) for job-related courses,
workshops, and seminars.
Book Reimbursement Increase | 206A
Textbook reimbursement for ETAP will now
increase from $600 to $1,000 per year.
UAW-Ford Scholarship for Dependent Children
Increase/Additional Benefits Added (UAW-Ford
SDC) | 250C
Your negotiators recognized the importance of
additional resources and funding needed for a
college education. Negotiators were successful
in gaining a Dependent Scholarship increase to
$1,600 (up from $1,500) and gained eligibility
to add the cost of books when applying for the
Dependent Scholarship. Previously, the cost
of books could not be included. In addition,
graduate courses (previously not eligible), are
now eligible for the Dependent Scholarship.
Retiree Education Opportunities Expanded | 206C
Your UAW negotiating team won improvements
in retiree education. Retirees may now use their
full $2,000 benefit to attend classes at colleges
or universities approved at regionally accredited
institutions. Previously, retirees could only use half
of the benefit for colleges and universities.
Link to ETAP Application Portal Added to Life@
ford.com | 62C
Under new language won by your negotiating
team, members will now have access to the ETAP
application portal on the Life@Ford.com site where
members view their paychecks.
A major objective of the Education, Development and Training Program
(EDTP) is to prepare UAW workers, and their dependents for the work
environment of the 21st century. Your UAW negotiating team won
significant improvements in EDTP as listed below:
CONTINUOUS IMPROVEMENT/ TOTAL COST
Added 18 Continuous Improvement Specialists
System Wide | 2U-3U
Your negotiators added 18 additional Continuous
Improvement Specialists system wide while
grandfathering in the current Ford Production
System (FPS) coordinators. In addition, the FPS
Coordinator name was changed to Continuous
Improvement Specialist, this will place the
representatives further under the Continuous
Improvement umbrella.
Training and Development Initiatives | 107C
The negotiators were successful in adding
language to ensure training and development
initiatives for our new and existing hourly team
leaders.
Assess Plant Work/Group Team Submissions | 72A
The bargaining team added language to monitor
and assess plant work/group team submission
request to ensure continual alignment with core
work group/team structure.
Research and Reward Program | 2U, 3U
A research, reward and recognition program
related to the cost save process was added by
your negotiators.
28
Name Change | 248C
In this agreement, the national negotiators agreed
to change the program name to UAW Ford Joint
Diversity, Equity, and Inclusion Program (local and
national) to reflect the current industry standard for
Diversity and Inclusion initiatives.
Apprentice Mentoring Pilot | 15U
The UAW negotiators were committed to improving
the apprentice experience as they transitioned
into a skilled trades career. The national DEI and
Joint Apprentice Committee will partner to design,
launch, and evaluate a new Apprentice Mentoring
Pilot Program.
Additional Holiday Added | 43A,44A
The bargaining team was successful in negotiating
Juneteenth as an additional holiday to be
recognized each year of the agreement.
Stronger Discrimination Language Added | 61A
Discrimination against a member based on genetic
information (Genetic Information Nondiscrimination
Act) or for being pregnant is not allowed. Both
were added to contractual discrimination language.
(Article 10 Sec 9(a))
Joint National Diversity Equity and Inclusion
Events | 122C
The national negotiators recognized the value of
educating and celebrating our diversity at UAW
Ford. They gained language to host new events,
e.g., Women’s Conference, Men’s DEI/Health
Conference, and a Rosie the Riveter Campaign.
Diversity Equity and Inclusion Supplemental
Traveling Trainer Pool | 56C
The national DEI committee will create a
supplemental training pool to cover New Employee
Orientation, “Respectful Workplace Training,” and
other agreed-upon training as needed.
Diversity, Equity, and Inclusion Alignment | 55C
Recognizing the values of collaborating, the
national DEI committee will establish a regular
meeting cadence with Ford Global DEI and Ford
Employee Experience organizations to discuss
alignment, training initiatives, and DEI/Culture
calendars.
DIVERSITY, EQUITY & INCLUSION
Policies and Reporting | 42C
The national negotiators discussed the importance
of the accessibility of policies and reporting
harassment. A tab titled (Speak-up/Anti-
Harassment Policy) will be added to Life@ford
on the UAW-Ford member page. As technologies
change, we will explore ways to make it easier
for members to access policies and reporting
information.
DEI Certification | 141C
All current and new Local Joint DEI Committee
members (hourly and salaried) will attend a DEI
certification program during the term of this
agreement.
SENIORITY AND PROMOTION
Travel Compensation for Temporary
Assignment | 236C
Your bargaining team was able to negotiate
members to be paid incremental mileage
when on temporary assignment beyond the
members normal commute to work for the
first time.
Deduction of Overpayment | 176C
The Company will now cap an overpayment
deduction from a member’s check at a
maximum of 8 hours per deduction.
Military Reinstatement | 26A
Military reinstatement has improved to 2
consecutive reenlistments after the initial
enlistment, while maintaining seniority for a
total of 12 years.
Your UAW negotiators are dedicated to promoting a workplace that
prioritizes diversity, equity, and inclusion and treats every individual with
the respect and value they deserve. Therefore, language was secured to
foster an environment free of harassment, discrimination, and retaliation
in the workplace.
29
Improved MGPS Core Task List
Negotiators were able to add new work in the
Maintenance General Plant Skilled (MGPS) core
task list. (Volume IV)
Improved the MGPS Selection Process | 23B
The Union secured new language to enhance
the MGPS selection process by eliminating
the Company only selection interview process
and changing to a test process, designed by
the National Joint Apprenticeship Committee.
(skilled book).
New PMHV Equipment | 94C
Recognizing an ergonomic benefit in the
newest PMHV technology, and the lack of that
technology in PS&L locations, the negotiators
secured a commitment for PS&L to invest a
minimum of $2 million per year to purchase
new PMHV equipment over the course of the
agreement.
Ergonomic Flooring | 74C
Your negotiating team is committed to
the injury reducing benefits of ergonomic
improvements for the membership. They were
able to expand the highly successful 2019
Ergonomic Flooring pilot in HVC binning areas
to include all binning areas in all HVC and
Livonia PDC locations.
Parts Facilities Now Captured in the Non-
Skilled Preferential Placement Hierarchy |
258C
Your negotiators were able to delete the
Warehouse Work Competitiveness Letter of
Understanding which will now allow members
to transfer into and out of parts facilities.
Additionally, these plants will now be on an
equal playing field pertaining to the Non-
Skilled Preferential Placement Hierarchy and
will only receive job posting opportunities
when in surplus status. This language strike
has brought the end of a tier as it pertains
to Appendix N, the Preferential Placement
Hierarchies.
New Quality Language Secured | 42U
Your bargaining team secured new quality
language to ensure that the Company and local
quality representatives will perform dealership
visits quarterly. (Administrative letters).
PS&L Static Rack Inspection and
Improvements | 189C
Implementing anti-push through technology
has proven to reduce potential injuries to the
membership. Your negotiators recognized the
benefit of this technology and expanded the
application to extended pallet locations in all
PS&L facilities.
Your UAW Bargaining Committee won the biggest gains within
PS&L in over 20 years. The committee won new or improved
language in Job Security (Removal of the Warehouse Work
Competitive letter), Health & Safety (Enhanced the Anti-Push
Through language, secured money to improve/repair/replace
outdated PMHV’s, expanded Ergonomic Flooring to all HVC’s and
Livonia PDC), General Maintenance (Improved the MGPS selection
process, Improved MGPS Core Task List), Quality (Improved
language regarding dealership visits).
FORD PARTS, SUPPLY, AND
LOGISTICS (PS&L)
30
MISCELLANEOUS LETTERS
Converted Easter Holidays can Now be Rolled
Over for June Eligible Members | 49U
Under the new agreement, if a June eligible
member works the Easter Holidays (Good
Friday, Easter Monday) and converts them to
Excused Absence Allowance (EAA) time, they
will now be able to carry that time over into
the next vacation eligibility period.
$1,500 Voucher Towards a Vehicle Purchase
for All Active Members | 3C
Your negotiating team won a $1,500 Voucher
towards a new vehicle purchase for all current
full-time active members. The Voucher
program will be open for those members for
12 months starting January 1, 2024 and ends
December 31, 2024. For members that hire/
convert after January 1, 2024 the 12-month
period will start on their hire/conversion date.
The voucher program is valid during the life of
the agreement with these parameters.
Rouge Powerhouse Memorial Cleaning and
Upkeep Commitment | 184C
Recognizing the significance of the Rouge
Powerhouse Memorial and its importance to
the membership, the National Negotiating
team bargained a commitment from the
Company to clean and maintain the memorial
befitting the legacy of those who lost
their lives in the tragic event at the Rouge
Powerhouse on February 1, 1999.
DISCIPLINE & GRIEVANCE
Gains in the Grievance Procedure | 14A-15A
The parties have agreed to allow verbal closing
statements at the fourth stage of the grievance
procedure if the number of discipline and
discharge grievances reaches twenty (20) at
the date of a discipline or discharge arbitration
hearing. Currently the parties submit written
briefs for their closing arguments which is
very time-consuming. Making verbal closing
statements will help streamline the process,
allowing more grievances to be heard at the
arbitration level.
The parties have agreed to utilize a permanent
umpire for arbitration hearings. Having a
permanent umpire will allow the UAW to
schedule hearings timelier and will make the
grievance procedure more ecient at the
arbitration level.
Ergonomic Representative in the Local
Grievance Complaint Procedure | 19A
The parties have agreed to allow the Unit
Ergonomic Representative to have access to
the Grievance procedure under Article VII,
Section 23(b). The Ergonomic Representative
will have the ability to process unresolved
ergonomic complaints through the grievance
procedure.
This report is based on
the tentative agreement
negotiated by the UAW
2023 National Negotiating
Committee. This is a summary
of the tentative agreement.
In all cases actual contract
language will apply.
UAW FORD HOURLY
The terms of this proposed
agreement will not take eect
until the tentative agreement
is ratified by a majority of
UAW members at Ford, and
only then on the appropriate
dates specified. The new
agreement, if ratified, will run
for four years and nine months
and will expire May 1, 2028.
DURATION & RATIFICATION
Dues are determined by UAW
Constitutional Convention
action and are not a subject of
negotiations. Dues are based
on the principle that they
reflect each member’s cash
income, normally 2.5 hours of
straight-time pay per month.
Lump-sum cash payments are
subject to dues because they
also represent cash income
and are assessed at the rate of
1.44%, which is equivalent to
2.5 hours of straight-time pay
per month.
DUES: A CONSTITUTIONAL
MATTER
31
Plant Manufacturing Training and Learning
Center Reviews | 181C
Bargainers secured language to conduct
annual local joint review of the learning centers
at manufacturing facilities, to determine the
suciency of local training resources (e.g.,
computers, audio-visual equipment, etc.) The
Company will update or replace computers
per the PC renewal process, and other training
equipment as agreed to by local parties.
Joint Education Initiative | 123C
The negotiators strengthened language that
will provide up to eight (8) hours of training to
each eligible hourly UAW member during the
life of this agreement, to deliver the agreed
upon curriculum. This training is intended to
provide an understanding of the competitive
challenges faced by the Company and the
Union, and the country as a whole. Some
of the topics may include financial literacy,
understanding TESPHE/Pensions, and saving
for the future, to name a few.
New Employee Orientation Program | 157C
Your negotiators bargained to ensure all new
hires will receive standardized training in core
topics, including financial literacy training.
Additionally, the local parties have the option
to hold at least one day of training at the Local
Union Hall. An escalation process has been
established if there is a disagreement between
the local parties.
Local Training Activity Funds | 146C
The negotiating team won stronger language
that rearms that Local Training Activity
Funds are primarily established to improve our
products, quality, and competitiveness through
improved working relationships and employee
technical knowledge. This includes job skill
development and training, interpersonal skills
training, continuous improvement and other
educational events. In addition, new language
was negotiated which, when requested,
LTAF may be used for events, or to purchase
items such as recognizing members or teams
achieving significant improvements in key
metrics or milestones related to joint programs
under the Labor Management Committee
(LMC).
UAW-Ford Collective Bargaining Agreement
Training Program (CBAT) | 244C
The UAW successfully negotiated to update
and continue the UAW Ford Collective
Bargaining Agreement Training (CBAT)
Program, with sucient time to thoroughly
train attendees.
UAW-Ford Digital Media Discussion | 246C
Your UAW national negotiators won new
Digital Communications Committee (DCC)
language to better inform the membership of
JTC activity in a timely manner.
A Joint Trust Web/App will be developed and
contain all pertinent information regarding
the JTC and its programs/initiatives. The UAW
Ford Joint Trust Web/App will be one stop
shop for Joint Trust information/action. This
Web/App will be available on Google and
Apple products for download.
The UAW Ford JTC Web/App will have quick
links to hubs such as Life@Ford, where
members can access paystubs, update
personal information, and review JTC policies,
as well as UAW.org for membership action.
A calendar of JTC training will be available for
membership transparency.
A hyperlink will be added to Life@Ford
homepage.
In addition, the JTC/ DCC will collaborate with
Internal/External Ford Communications on
product/marketing events, O-Rodeo, NAIAS,
product reveals and plant media initiatives.
UAW FORD JOINT TRUSTS
32
83 HOLIDAYS OVER FOUR AND A HALF YEARS
2023-2024
Nov. 10, 2023
Nov. 23, 2023
Nov. 24, 2023
Dec. 25, 2023
Dec. 26, 2023
Dec. 27, 2023
Dec. 28, 2023
Dec. 29, 2023
Jan. 1, 2024
Jan. 15, 2024
Mar 29, 2024
April 1, 2024
May 27, 2024
June 19, 2024
July 4, 2024
Sept. 2, 2024
Veterans Day Observed
Thanksgiving
Day after Thanksgiving
Martin Luther King Jr. Day
Good Friday
Day after Easter
Memorial Day
Juneteenth Day
Independence Day
Labor Day
Christmas
Holiday
Period
}
2024-2025
Nov. 5, 2024
Nov. 11, 2024
Nov. 28, 2024
Nov. 29, 2024
Dec. 23, 2024
Dec. 24, 2024
Dec. 25, 2024
Dec. 26, 2024
Dec. 27, 2024
Dec. 30, 2024
Dec. 31, 2024
Jan. 1, 2025
Jan. 20, 2025
April 18, 2025
April 21, 2025
May 26, 2025
June 19, 2025
July 4, 2025
Sept. 1, 2025
Federal Election Day
Veterans Day
Thanksgiving
Day after Thanksgiving
Martin Luther King Jr. Day
Good Friday
Day after Easter
Memorial Day
Juneteenth Day
Independence Day
Labor Day
Christmas
Holiday
Period
}
Holiday Added | 43A-44A
Your bargaining team won Juneteenth as an additional paid holiday. A total of eighty-three (83) holidays
will be provided to UAW Ford during the proposed agreement. All existing holidays are maintained. When
a holiday falls on a Saturday it will be observed on the preceding Friday. When it falls on a Sunday it will be
observed the following Monday.
2025-2026
Nov. 11, 2025
Nov. 27, 2025
Nov. 28, 2025
Dec. 24, 2025
Dec. 25, 2025
Dec. 26, 2025
Dec. 29, 2025
Dec. 30, 2025
Dec. 31, 2025
Jan. 1, 2026
Jan. 2, 2026
Jan. 19, 2026
April 3, 2026
April 6, 2026
May 25, 2026
June 19, 2026
July 3, 2026
Sept. 7, 2026
Veterans Day
Thanksgiving
Day after Thanksgiving
Martin Luther King Jr. Day
Good Friday
Day after Easter
Memorial Day
Juneteenth Day
Independence Day Observed
Labor Day
Christmas
Holiday
Period
}
2026-2027
Nov. 3, 2026
Nov. 11, 2026
Nov. 26, 2026
Nov. 27, 2026
Dec. 24, 2026
Dec. 25, 2026
Dec. 28, 2026
Dec. 29, 2026
Dec. 30, 2026
Dec. 31, 2026
Jan. 1, 2027
Jan. 18, 2027
Mar 26, 2027
Mar 29, 2027
May 31, 2027
June 18, 2027
July 5, 2027
Sept. 6, 2027
Federal Election Day
Veterans Day
Thanksgiving
Day after Thanksgiving
Martin Luther King Jr. Day
Good Friday
Day after Easter
Memorial Day
Juneteenth Observed
Independence Day Observed
Labor Day
Christmas
Holiday
Period
}
Nov. 11, 2027
Nov. 25, 2027
Nov. 26, 2027
Dec. 24, 2027
Dec. 27, 2027
Dec. 28, 2027
Dec. 29, 2027
Dec. 30, 2027
Dec. 31, 2027
Jan. 17, 2028
April 14, 2028
April 17, 2028
Veterans Day
Thanksgiving
Day after Thanksgiving
Martin Luther King Jr. Day
Good Friday
Day after Easter
Christmas
Holiday
Period
}
2027-2028
33
THE NEGOTIATIONS PROCESS
UAW National
Resolutions
Committee
and National
Negotiators
are elected in
Cincinnati.
Letter sent
to local UAW
leadership from
UAW National
Ford Department
requesting
membership
resolutions.
UAW National
Ford Sub-
Councils meet
in Detroit
to approve
membership
resolutions from
their facilities.
UAW Special
Bargaining
Convention is
held in Detroit.
UAW National
Resolutions
Committee
meets in Detroit
and organizes
the approved
resolutions into the
2023 Collective
Bargaining
Proposals Book.
UAW National
Negotiating
Committee
meets in Detroit
for negotiations
preparation and
National Ford
Department
reports.
UAW National
Ford Council
meets in Las
Vegas, NV and
votes to approve
resolutions.
Resolutions then
become demands
for negotiations.
Membership
demands are
complied with
UAW National
Ford program
demands and
assigned to the
appropriate sub-
committee.
Opening
Ceremony, Ford
WHQ – the
ocial kick-o of
the 2023 National
Negotiations.
Negotiations
begin in sub-
committees. Each
piece of language
negotiated is
reviewed and
approved by all
UAW National
Negotiators.
Strike
authorization
voting begins
at UAW locals
and ended
on Thursday
8.24.2023
2019 UAW Ford
CBA expires.
9.21.22 10.11.22 3.13.23 3.27.23 4.17.23 4.24.23
6.12.23 7.11.23 7.14.23 7.17.23 8.21.23 9.15.23
TIMELINE
UAW National Ford Council: Elected local leadership at
UAW-represented Ford facilities represent members’ interests on
the National Council.
UAW National Ford Sub-Councils: National Ford Council broken
down into departments or divisions (i.e. Skilled Trades, Assembly,
PS&L).
UAW National Negotiators: Local UAW leadership elected within
each Sub-Council whose role is to negotiate the national contract.
Negotiations Sub-Committee: Made up of UAW National Nego-
tiators and the UAW National Ford Department. Sub-Committees
are broken down by subject matter.
UAW National Resolutions Committee: Local UAW Leadership
elected with each Sub-Council whose role is to oversee and orga-
nize resolutions received from the membership.
UAW National Ford Department: International UAW Sta as-
signed to Ford.
WHO’S WHO
34
Darryl Goodwin
Administrative Assistant
Scott Eskridge
Administrative Assistant
Monica Bass
Assistant Director
Bill Eaddy
Assistant Director
Robb Miller
Assistant Director
David Berry
Assistant Director
Bill Ellis
Assistant Director
Jerey Terry
Assistant Director
Alfonzo Cash
Assistant Director
Je Faber
Assistant Director
Bob Tiseo
Assistant Director
Rocky Di Iacovo
Assistant Director
Brian Go
Assistant Director
Tony Vultaggio
Assistant Director
Jodey Dunn
Assistant Director
Ed Honsinger
Assistant Director
Deneen Whitaker
Assistant Director
Jerry Carson
Lorenzo Robinson
Carlo Bishop
Reggie Mills
Fred Weems
Gregg Dunn
Garry Sommerville
COORDINATORS
Shawn Campbell
Les Shaw
Matt Barnett
Kenneth Gafa
Jerry Lawson
Vaughan Tolliver
STAFF
Pat Bock
Jermaine Harris
John McCollum
Mike Whited
Gerard Coiard
Michael Kerr
Christopher Pfa
Mike Woolman
Ronda Danielson
Tommy Kottalis
Greg Poet
Je Zannetti
Michael Donovan
Paul Lafave
Eric Reiss
LaNeice Evans
Randy Lashbrook
Larry Stewart
ADMINISTRATIVE STAFF
Emma Chandler
Kaitlyn PerryPam Licari Sharon Trammell Joyce Wisniewski
UAW FORD NEGOTIATING COMMITTEE
Sub-Council
Local
1 Tony Richard
(Co-Chair)
600
1 Mark DePaoli 600
2 Jon Jaggers 862
2 Brandon Reisinger 862
2 Scott Elliott 900
2 Steve Gonzales 3000
Sub-Council
Local
3
Mike Beydoun
(Co-Chair)
900
3 Dwayne Glass 600
4 Darrin Andrews 588
4 Paul Donovan 1250
5 Al Strussione 228
5 Frank Murray 898
7 Ja-Vonna Akins 723
PRESIDENT’S OFFICE STAFF
Angela Bantom
Benefits Rep
Carlos Bermudez
Associate General Council
Je Dokho
Research Director
Stuart Shoup
Associate General Council
Matt Uptmor
Administrative Assistant
Brandon Keatts
Top Administrative Assistant
Bob Mikulan
Assistant Director
Chris Brooks
Top Assistant
Benjamin Dictor
Counsel
Jason Wade
Top Assistant
Paul Caucci
Top Assistant
Raenell Glenn
Assistant Director
Max Fazeli
Assistant Director
Renee Turner-Bailey
Social Security Director
Jonah Furman
Communications Director
FORD DEPARTMENT STAFF
Chuck Browning, Vice President and Director
35
2023 UAW-FORD NATIONAL NEGOTIATING TEAM
Brooks
Beydoun
Jaggers
Reisinger
Elliott
Caucci Fain Browning Keatts Dictor
Richard
DePaoli
Walker
Glass
Donovan Strussione
Murray
Gonzales
Andrews
Akins
Bass
Berry
Cash
Di lacovo
Dunn Eaddy
Ellis
Faber
Goff
Miller
Terry
Tiseo Vultaggio
Whitaker
Wade
Goodwin
Eskridge Dokho
Turner-Bailey
Bantom
This is the UAW Ford National Negotiating Committee whose determined eorts, along with those of the UAW National Ford
Department, and other UAW sta, produced this tentative agreement. Shawn Fain is the President of International Union, UAW; Chuck
Browning is Vice President and Director of the UAW National Ford Department; Brandon Keatts is the Top Administrative Assistant
to Browning; Chris Brooks, Paul Caucci and Jason Wade are Top Administrative Assistants to Fain; Benjamin Dictor is Counsel; Darryl
Goodwin, Scott Eskridge and Tom Weber are Administrative Assistants to Browning; Je Dokho is Director of the UAW Research
Department; Renee Turner-Bailey is Director of the UAW Social Security Department; Angela Bantom is a Benefits Rep. in the Social
Security Oce; Monica Bass, Dave Berry, Alfonzo Cash, Rocky Di Iacovo, Jodey Dunn, Bill Eaddy, Bill Ellis, Je Faber, Brian Go,
Ed Honsinger, Robb Miller, Je Terry, Bob Tiseo, Tony Vultaggio, and Deneen Whitaker are Assistant Directors of the UAW National
Ford Department; Tony Richard, UAW Local 600, Rouge Center, Subcouncil 1 (Rouge), is Co-Chairperson of the UAW Ford National
Negotiating Committee; Mike Beydoun, UAW Local 900, Michigan Assembly Plant, Subcouncil 3 (Skilled Trades) is Co-Chairperson
of the UAW Ford National Negotiating Committee; Mark DePaoli, UAW Local 600, Rouge Center, Subcouncil 1 (Rouge); Jon Jaggers,
UAW Local 862, Kentucky Truck, Subcouncil 2 (Assembly); Brandon Reisinger, UAW Local 862, Louisville Assembly, Subcouncil 2
(Assembly); Scott Elliott, UAW Local 900, Michigan Assembly Plant, Subcouncil 2 (Assembly); Dwayne Walker, UAW Local 900,
Michigan Assembly Plant, is the National Ford Council Secretary, Subcouncil 2 (Assembly); Steve Gonzales, UAW Local 3000, Flatrock
Assembly, Subcouncil 2 (Assembly); Dwayne Glass, UAW Local 600, Maintenance and Construction, Subcouncil 3 (Skilled Trades);
Darrin Andrews, UAW Local 588, Chicago Stamping, Subcouncil 4 (Stamping and Engine); Paul Donovan, UAW Local 1250, Cleveland
Engine, Subcouncil 4 (Stamping and Engine); Al Strussione, UAW Local 228, Sterling Axle, Subcouncil 5 (General Manufacturing); Frank
Murray, UAW Local 898, Rawsonville, Subcouncil 5 (General Manufacturing); Ja-Vonna Akins, UAW Local 723, River Raison, Subcouncil
7 (Parts).
Honsinger Terry
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36
