TA 2026 v3 — Highlights & Summary | UAW Local 699 / Nexteer

All Articles (28)

✅ Gains (9)

⚠ Concerns (3)

⚡ Mixed (2)

🔍 Verify (4)

📋 Unchanged (10)

💵 Money 💰 Wages 🏥 ESTA + VR 📋 Attendance 🏆 Perfect Attendance 🩺 Healthcare 📦 Other Changes 📊 Bottom Line

💵

Money — Ratification Bonus + Back Pay

GAIN

$2,500

Ratification Bonus
All active seniority employees

3/21/26

Wages backdated to March 21
Back pay lump sum at ratification

The $2,500 bonus is paid upon ratification to all active seniority employees. Employees on leave get it when they return. The wage back pay covers the difference between your current rate and the new TA v3 rate for every hour worked since March 21, 2026 — that adds up significantly depending on your classification and hours worked.

💰

Wages — Increases All Classifications Through 2030

GAIN

Classification	Now (2021)	At Ratification	2027	2028	2029	2030
Production	$21.50	$24.00	$25.00	$25.50	$26.25	$27.00
Specialized	$22.75	$25.25	$26.25	$26.75	$27.50	$28.25
Semi-Skilled	$24.25	$26.75	$27.75	$28.25	$29.00	$29.75
TL Semi-Skilled	$24.75	$28.75	$29.75	$30.25	$31.00	$31.75
Trades	$38.00	$42.00	$43.25	$44.50	$45.50	$47.00
NH Start Rate	$17.00	$19.50	$20.09	$20.69	$21.31	$21.95
PT Production	$20.50	$27.00	$28.00	$28.50	$29.25	$30.00

⚠ US cumulative inflation 2021–2026 = 20.60% (BLS.gov). Year 1 raises range from ~10–18% for most full-time classifications — closer to inflation recovery than previous proposals. Contract expires December 20, 2030.

🏥

ESTA + VR — Best of Both Systems: 72 Hours + 6-Minute Increments Restored

GAIN

💡 What is ESTA? Michigan's Earned Sick Time Act — state law requiring paid sick time at your regular wage rate. Replaces the old VR system. TA v3 brings back VR flexibility within ESTA.

72 hrs

Front-loaded each January 1

6 min

Minimum increment for 40 hrs (VR rules restored)

5×/yr

No-prior-approval uses per year (VR rules)

Exempt

ESTA absences don't count as attendance points

40 of the 72 hours follow VR rules — 6-minute increments, no prior approval except days adjacent to holidays. The remaining 32 hours follow ESTA rules (1-hour minimum). Unused ESTA paid out annually. New hires wait 90 days. ESTA counts toward the 40-hour OT threshold same as VR did.

📋

Attendance — 12-Point Discharge Threshold (Unchanged for Third Time)

CONCERN

18 pts

Current 2021 CBA

12 pts

TA v3 — same as v1 & v2

Exempt

ESTA absences don't count

Tardy under 4 hrs = 1 pt | Tardy 4+ hrs or absent = 3 pts | Each additional day = 1 pt. Points stay on record 12 months. The 72-hour ESTA + VR system provides meaningful protection for most members — but the threshold itself has not moved in three consecutive proposals.

🏆

Perfect Attendance Incentive Doubled — 8 → 16 Hours Per 6-Month Period

GAIN — NEW IN v3

8 hrs

Per period in 2021 CBA and TA v1/v2
(16 hrs/year max)

16 hrs

Per period in TA v3
(32 hrs/year max)

Award periods: September 1–February 28 and March 1–August 31. Your choice of 16 hours additional vacation or 16 hours straight pay each period. Pay is the default unless you choose vacation. For members with good attendance this is an extra full work week of pay or vacation per year compared to what previous proposals offered.

🩺

Healthcare — Same as TA v2 (Effective 1/1/2027)

MIXED — UNCHANGED FROM v2

Legacy employees (hired before 5/24/2021) keep $0 weekly premiums. Plan changes effective January 1, 2027. Identical to TA v2.

Item	Current 2021	TA v3 (from 1/1/27)
Weekly Premium	$0	$0	✓ Same
Deductible self/family	$1,000/$2,000	$1,500/$3,000	↑ Worse
Coinsurance	80/20	90/10	✓ Better
Out-of-pocket max	$3,400/$6,800	$3,075/$6,150	✓ Better
ER copay	$150	$225	↑ Worse
PCP / Specialist	$20 / $40	$20 / $40	✓ Same
Generic Rx	$15	$20	↑ Worse
Preferred Rx	$30	$30	✓ Same

📦 Other Changes vs 2021 CBA

👟

Safety Shoe Voucher

GAIN

Now

$100/year

TA v3

$150/year

🛡

Life Insurance / AD&D

GAIN

Age-65 reduction eliminated. AD&D doubled to 1× base wage. Both effective 1/1/2026.

🦷

New Hire Dental & Vision

GAIN

36-month wait eliminated for post-5/24/2021 hires. Eligible with medical (first of month after 60 days).

📅

Deferred Holidays Confirmed

CONFIRMED

Art. 16 Sec. 8 explicitly in TA v3. Work a holiday + GL approval = bank hours as flex day. Non-Christmas paid out January if unused.

⏱

OT Reimbursement Voucher Confirmed

CONFIRMED

MOU 13 explicitly in TA v3. OT rights violated = makeup voucher. Saturday OT vouchers excuse a future mandatory Saturday within 90 days.

⏳

New Hire Grow-In: 48 Months

CONCERN

Employees hired after ratification grow into production rate after 48 months. Current NH employees keep 24-month grow-in.

📊 What Members Need to Decide

Arguments For

$2,500 upfront plus back pay from 3/21/2026
Wages highest of any proposal so far
VR flexibility restored — 6-min increments, 5 uses/year
Perfect attendance now earns 32 hrs/year (doubled)
Deferred holidays and OT voucher explicitly confirmed
Healthcare premiums stay $0 for legacy employees
Site closure risk if demands exceed company capacity

Arguments Against

12-point attendance threshold unchanged — third proposal in a row
Year 1 wages still below 20.6% cumulative inflation gap
Deductible up $500/$1,000 starting 1/1/2027
ER copay up $75
No COLA — locked in through 2030 without inflation protection
$3,000 grievance check gone as warned

This summary was prepared by a Local 699 member using the official TA v3 contract text. It is not an official UAW or Nexteer document. Always verify details with your committeeperson before making your decision.