UAW Local 405 to Strike at Triumph Over Unfair Labor Practices, Proposal

UAW Local 405 is planning to initiate an unfair labor practice strike against Triumph Engine Control Systems starting at 5:00 a.m. on Monday, November 2. The decision follows multiple alleged unfair labor practices by the company and its refusal to offer a satisfactory economic proposal to the union members.

The 175 workers of Local 405, who are responsible for the assembly and maintenance of fuel systems for U.S. military aircraft such as the Chinook, Apache, and Black Hawk, saw their contract expire on October 31 at midnight.

Union negotiations began on September 22, with economic proposals submitted by the union on October 15. Triumph Engine Control Systems delayed their economic proposal until October 23, merely eight days before the contract expiration. Discussions fell apart after the company acknowledged substantial progress by the union but then presented a final offer, refusing to entertain further talks on crucial union issues like job security, successorship, cost-of-living adjustments, standard wages for the aerospace sector, and healthcare expenses.

"A deal means two sides coming to an agreement, not the company dictating conditions to make lives harder for our membership and our families. We were always ready to negotiate but they gave us nothing, and handed us a take-it-or-leave-it offer instead with none of our priorities even acknowledged," stated UAW Local 405 President Ben Wilcox.

Triumph, a company noted for its profitability, was acquired by private equity firms Warburg Pincus and Berkshire Partners last year for approximately $3 billion. The company has informed the union of its plans to sell the business again, refusing to adopt standard successorship clauses that would obligate any future buyer to recognize the union and the existing contract, posing a potential threat to the union's future.

"Wall Street didn’t build this plant, and they won’t be here to run it in five years. Our members will," commented UAW Region 9A Director Brandon Mancilla.

In the current 2021-2026 agreement, the company significantly modified the healthcare plan, transferring substantial deductible and out-of-pocket expenses to the employees. Those most affected include workers with chronic conditions such as MS, individuals dealing with serious accidents or illnesses like cancer, and families with children having genetic disorders.

The union members voted overwhelmingly, 148 to 1, in favor of authorizing a strike, with an 86 percent turnout.

Despite the ongoing issues, the union remains open to negotiations, expressing a willingness to reach agreements on matters of job security, healthcare, and wage conditions.