The UAW has announced a new tentative agreement with Aramark, a service provider for the GM sanitation workforce. The tentative agreement was heralded as a “major victory” by union officials and promises to set a new standard for labor agreements in the sector. Highlights include wage increases, bonus pay, and less time to the top wage for new hires.
Mike Booth, UAW Vice President and Director of the GM Department, detailed the breakthroughs achieved in the tentative agreement in a new video. The new agreement was secured in less than a month, which stands in stark contrast to previous negotiations between the UAW and Aramark that sometimes stretched over the course of years. The tentative agreement stipulates substantial increases in wages, including a 43-percent raise for Division 1 members and a 38-percent increase for Division 2 members.
In addition to the hefty wage increases, the deal also includes retroactive backpay dating from March 15th, the day the previous contract expired, and an additional bonus of $2,550. This financial boost is complemented by structural changes in wage progression, with new hires set to receive 82 percent of the top wage from the outset, achieving full pay just 90 days into their roles.
Further highlights include a shortened three-year duration for the contract, down from six years, providing the UAW with opportunities to renegotiate terms more frequently, thus adapting more agilely to changing economic conditions. The contract also introduces new holidays, including Juneteenth and July 5th.
By setting high standards with Aramark, the UAW aims to catalyze broader industry-wide improvements, underscoring a strategic push to elevate the position of sanitation workers within and beyond GM.
Last year, the UAW engaged in a series of walkout strikes across all three of the Big Detroit automakers (GM, Ford, Stellantis) after stalled contract negotiations, leading to production disruptions and political involvement. The walkouts resulted in record contracts for UAW members.
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Comments
GM hit big profit numbers again for first quarter 2024. That is great news, but also shows these new contracts that a lot of people complained about in October were and are affordable for the company. Yes, since the pandemic your eggs cost more at the supermarket and a new car cost more too. Just remember that most workers are also earning more so they can afford the higher prices.
UAW, now includes sanitation workers in there Autoworkers fold.
Nice to see that they will get 38 and 43% increases to insure that inflation under the “Most UNION friendly” Biden administration continues to run out of control.
Just remember, after the UAW settled the latest contract negotiations with large increases the non-union Japanese manufacturers with plants in the US immediately gave their employees large raises. Those Japanese manufacturers could have passed along increases at any point prior to the UAW settlement but they didn’t. So due to the Union’s presence at the Big 3, the workers at the Japanese plants got a nice increase.
And aerospace and agriculture…
Maybe they are trying to keep up with inflation.
And Mercedes plant in TN votes union by about 73%. Get your popcorn ready. This may get interesting in the South.
I believe that you are talking about the VW plant in TN. Yes, that was a big win for the UAW. The UAW has an election at the Mercedes plant in Tuscaloosa, AL scheduled for mid May.
God bless the UAW.
uaw has done good things for the members but when they go on strike it doesn’t just effect the auto company it’s all the other companies that supply them..if vw in Chattanooga goes on strike it will idle 5 non union companies in Chattanooga that supplies vw ..if vw doesn’t work thousands of us don’t work
Going on strike is simply withdrawing your services until you can agree to terms. White collar and executives do it all the time. Sometimes withdrawing your services or a work stoppage is the only thing that will get management’s attention. They don’t like it because they can’t control it.
Hank, yeah, you’re going to need to give examples of “white collar and executive” strikes or work stoppages to renegotiate. White Collar implies management and Executive is a corporate officer. Management and Supervisory employees are NOT protected by the National Labor Relations Act (i.e. they are not “labor”).
I’m very aware that management is not part of the NLRA. And if you look I didn’t say strike or work stoppages I simply said “withdrawing services.” Many white collar, management and independent contractor positions require contracts or an agreement reduced to writing. They need to negotiate their terms but they do it individually. If they don’t come to terms they don’t sign or do the work. It’s not concerted action.
I’m also not so sure that “white collar” always implies management. How about car salesmen (or saleswomen)? Most wear ties and many would consider them white collar. I certainly wouldn’t consider them blue collar. If the car dealership imposes terms and conditions that the sales people don’t like they don’t have to accept them. They can withdraw their services and say I’m not doing it. Now unless they are a sales manager, I am of the opinion that they could participate in concerted action if they choose and yes they even could go on strike. You don’t have to be in a Union to go on strike. This is hypothetical of course with respect to auto sales and I’m not aware of any group of car sales people that have done this. My point is that you don’t have to be in a Union or a blue collar production worker to withdraw your services. Employees in this country are not slaves or indentured servants.