Bridon

Bargaining Updates 7/9/25

Amy Kloc
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UAW Local 1612 Membership Update
Re: Bridon Bekaert's Absolute Last, Best, and Final Offer

Date: July 9, 2025

Dear UAW Local 1612 Members,

We are writing to provide a detailed update and analysis regarding Bridon Bekaert's latest communication: their self-described "Absolute Last, Best, and Final Offer" dated July 9, 2025. The Union was not formally notified that the Company would be distributing this proposal directly to the membership. This action has understandably created confusion and concern, particularly as the Company attempts to portray the offer as fair and in the best interests of workers.

Let us be clear: The UAW Local 1612 Bargaining Committee does not support this proposal, and we do not recommend it for ratification.

While the Company frames this proposal as a generous compromise, the details tell a much different story. It continues to place a significant and growing burden on members when it comes to healthcare costs and does not meaningfully address our core economic demands. Below is a comprehensive breakdown of the key issues and why this offer falls short of what you deserve.

WAGES: Incremental Gains, No COLA, and Below Inflation

When compared to the projected cost-of-living increases over the same period, these raises are not enough to protect your purchasing power, let alone reward you for the difficult, skilled, and essential work you do every day. With inflation still impacting gas, groceries, housing, and utilities, this offer does not reflect a wage structure designed to support working families. There is also no Cost-of-Living Adjustment (COLA) included in the proposal, which would otherwise help safeguard your wages against inflation.

These wage increases are outpaced by the cost increases being forced upon you in the proposed healthcare plan, which means many members will take home less real income over the life of this contract.

HEALTHCARE: A Risky Gamble with Your Financial and Physical Well-being

The Company wants to eliminate your current negotiated plan and transition all members to the Bekaert corporate plans. These plans come with serious risks:

  1. Plan Design Changes Every Year
    • The proposal explicitly states that the Company can change plan design annually and will "notify" employees of the changes. Notification is not negotiation. This opens the door to benefit erosion year after year with no union input or protections.
  2. Out-of-Pocket Maximums and Deductibles
    • While the Company offers HSA or HRA contributions ($500 for individuals and $750–$1,000 for families), these amounts do not offset the increased cost burden or the risk of catastrophic out-of-pocket medical bills.