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The employer wishes to reduce overall wage costs by hiring new employees at a wage less than the wage of incumbent workers. [1] [2] A much less common system is the two-tier benefit system, which extends certain benefits to new employees only if they receive a promotion or are hired into the incumbent wage structure. [3] [4] [5]
On October 25, a tentative agreement was reached between the UAW and Ford; it includes an 11% wage increase in the first year, and total 25% increase in wages over the 4.5 year contract, a $5,000 ratification bonus and a cost-of-living adjustment. When including cost-of-living adjustments, total pay could be raised by 30%.
In those tentative agreements, the UAW said all union-represented salaried employees will get the same 25% wage increase across the 4.5-year contract and the same $5,000 ratification bonus that ...
A second-tier wage of $14.50 an hour, which applies only to newly hired workers, is lower than the average wage in non-union auto companies in the Deep South. [ 47 ] One of the benefits negotiated by the United Auto Workers was the former jobs bank program, under which laid-off members once received 95 percent of their take-home pay and benefits.
The agreement grants 25% in base wage increases through April 2028, and will cumulatively raise the top wage by 33% compounded with estimated cost-of-living adjustment (COLA) to over $42 an hour ...
A two-tier pay or benefit system can also chip away at the power of labor unions since new hires may be less inclined to join, leading to lower union membership and divided workforces.
An increase of 25% for top-tier workers, immediate ratification bonuses, bringing more part-time workers into full-time status, and the restoration of COLA (cost of living adjustment) payments ...
The UAW has since lowered its demand to a 36% wage increase but the two sides remain far apart in contract talks, triggering a strike. ... UAW President Shawn Fain has repeatedly cited the figure ...