Bridon

Bargaining Updates 6/16/25

Amy Kloc
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Members of UAW Local 1612 ,

Your UAW Local 1612 Bargaining Committee is issuing this detailed report to ensure that each member understands the contents and consequences of Bridon Bekaert Ropes Group's "Last, Best, and Final Offer." We are committed to full transparency throughout the bargaining process and to keeping you informed about what is at stake.

Since the beginning of negotiations in late April 2025, your Bargaining Committee has met with the Company on multiple occasions in an effort to reach a contract that reflects your dedication and contributions. While progress was made in several non-economic areas, the Company ultimately presented an offer that falls far short of meeting the priorities identified by the membership.

We have formally requested additional bargaining dates, including a recent proposal to meet during the week of June 19 through June 25, 2025. To date, the Company has declined to return to the table unless the Union agrees to present their final proposal to the membership for a ratification vote. Let us be clear—the Bargaining Committee cannot and will not present an offer for vote that does not meet the fundamental needs of our members.

Wages

The wage increases in the Company’s final proposal are minimal and below the increases provided in the 2022 agreement. The Company claims that inflation has stabilized and that workers in this facility already earn above-average wages for the region. However, this argument fails to acknowledge the reality faced by working families who continue to struggle with rising costs of living.

The proposal also fails to include any form of Cost-of-Living Adjustment (COLA), which would help protect purchasing power over the life of the contract. In effect, the increases offered by the Company would do little to nothing to keep pace with real-world expenses for housing, fuel, food, and utilities.

Healthcare

 One of the most concerning components of the Company’s proposal is the transition from the current union-negotiated health care plan to a Company-wide salary-based health plan. While the Company frames this change as a cost savings for employees due to slightly lower premium contributions, the full cost impact tells a very different story.

The proposed plan introduces significantly higher deductibles and out-of-pocket maximums, placing the financial burden on members at the point of care. Deductibles for individuals could rise from $300 to as much as $2,500, and family plans could see maximums of $5,000 or more. Emergency Room visits, urgent care, and prescription drug costs would also increase substantially.

Additionally, the Company has instituted a surcharge for employees classified as smokers, which could add over $1,300 annually in premiums. Spousal coverage under the new plan was initially eliminated, and only after pressure from the Union was it partially restored for current enrollees. However, long-term protections remain uncertain.

Over a three-year contract, families could face more than $20,000 in new healthcare-related costs under the proposed plan.

Contract Language and Working Conditions

Aside from the economic components, the Company has shown little willingness to address several key language proposals that affect your day-to-day working life. These include proposals aimed at:

  • Strengthening job protections and seniority rights
  • Improving transparency and fairness in overtime assignments
  • Establishing limits on the use of surveillance technology for discipline

While some tentative agreements have been reached, many of these core issues remain unresolved, and the final offer fails to address the long-term stability and fairness that the membership rightfully expects.

The Company’s Public Narrative

The Company has claimed it is acting in good faith and has accused the Union of withholding their proposal from the membership. This is categorically false. The Bargaining Committee has been in communication with the membership and continues to efforts to issue updates, and respond to concerns. The Committee has a duty to present only proposals it can reasonably support—not ones it believes are harmful to the membership.

We believe bargaining should be ongoing now!

Current Status and Next Steps

  • We continue to actively review information from the company.
  • We are ready to provide a counter proposal at the Bargaining Table.
  • We are continuing to file Requests for Information and demand transparency on healthcare cost modeling, enrollment data, long-term financial planning by the Company, and any information needed to assist with securing a Tentative Agreement that meets the needs of this membership.

Our Commitment to You

Your Bargaining Committee remains fully committed to negotiating a Tentative Agreement that we can stand behind and recommend for ratification. This means:

  • A contract that reflects the value of your labor and contributions
  • Healthcare that provides stability, not financial risk
  • Wages that grow with your cost of living and respect your skill
  • Language protections that reinforce fairness and dignity on the job

We are ready to return to the table at any time. The door is open, and the path forward must include meaningful dialogue.

In Solidarity,


UAW Local 1612 Bargaining Committee
With support from UAW International
Lonnie Everett – International Servicing Representative