NOV 2023

UAW STELLANTIS
SALARIED AGREEMENT

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 The 2023 UAW Stellantis National Negotiating Committee

A Message to UAW Members at Stellantis

Dear UAW Stellantis Family, never fought before, and we won Fain or Vice President Boyer. From
like we’ve never won since the the International Executive Board
We can all agree that this days of Walter Reuther. We got and the President’s Office to the
has been a historic round of back COLA. Not just for hourly UAW Stellantis Department, to our
negotiations. When we say we workers at Stellantis, but salaried national negotiators, our National
have made history, we don’t just workers, too. We killed the wage Stellantis Council, our local
mean your leadership and our tiers at MOPAR. And we saved leadership, and our rank-and-file
national negotiators. We mean Belvidere. members, everyone played a role
we, the UAW. We mean the Stand in securing this victory.
Up Strikers of Local 12 in Toledo The gains in this agreement are
who took the first step. Our worth more than four times the We went into this round of
family at the MOPAR facilities gains in the 2019 contract. In fact, bargaining with the goal
brought the pain. And our the gains in each individual year of addressing decades of
union family at Sterling Heights of this agreement are worth more concessions and givebacks. We
Assembly Local 1700 landed the than the entirety of the gains know that the Stand Up Strike will
biggest blow. in the last contract. The 2023 go down in history. For months we
agreement is worth more than have insisted that “Record Profits
Everything we did at the the past four contracts combined. Mean Record Contracts,” and
bargaining table, every extra It has more in General Wage after standing together, we made
hundred million we got the Increases than Stellantis workers good on that demand. While we
company to give up, was because have received in the past 22 years may not have won everything we
of you, the members. We send combined. wanted, we won more than most
this contract to you because we people thought was possible. This
know it breaks records. We know And it’s not just record-breaking. contract will not only change lives
it will change lives. But what As we’ve said, this contract will now, but it lays the foundation for
happens next is up to you all. change lives. even bigger gains in the future.
That is why we both whole-
We set out to do many things Just as importantly, we did it heartedly endorse this tentative
that we were told were together. This wasn’t a backroom agreement.
impossible. We fought like we’ve deal hammered out by President

In solidarity,
Shawn Fain, President Rich Boyer, Vice President
International Union, UAW UAW Stellantis Department

QR Code for Changed Pages Book

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 Highlights
COLA Reinstated $18.9 Billion Dollar Product
Allocation
Historic Wage Increase with GWIs
in Every Year of Agreement Paid Parental Leave

Wage Tiers Eliminated EV Work Commitment

Salary Continuation for All EV Training for All Workers
Salaried Bargaining Unit Job Security for All Workers
Outsourcing Moratorium
Maximum of 1 Week Forced
New Belvidere Assembly Plant Vacation at Shutdown
Health Care Enhancements $50,000 Incentive Plan for
$5,000 Ratification Bonus Retirement (IPR) Packages – in
2024 and 2026
3 New Battery Plants – Belvidere
and Kokomo Right to Strike Over Plant Closing,
Outsourcing Moratorium and
New Holiday Added: Juneteenth Product & Investment Commitment
Dual Sourcing Letter Protecting Increased Moving Allowance -
Product at SHAP and Trenton $37,500
Engine
SUB Pay Eligible for All Full Time
Presence Award After 3 Months Continuous Service
Employee Auto Lease Program Retirement Improvements for All

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 SIGNIFICANT ECONOMIC IMPROVEMENTS
Our new tentative agreement provides historic economic gains for Salaried Bargaining
Unit (SBU) members through a combination of annual general wage increases, the
reinstatement of the Cost of Living Allowance (COLA), and an up-front ratification
bonus of $5,000.
For the first time in over 20 years, our annual base wage increases in every year
of the UAW Stellantis Collective Bargaining Agreement. Members will receive an
unprecedented 11% wage increase upon ratification of the proposed agreement. The
Company was adamant during bargaining that SBU members wouldn’t receive the
same GWIs as HBU members. But through the resiliency of our bargaining committees,
we received the same strong raises.

GENERAL WAGE INCREASES (GWI) | P. 44

(BEFORE COLA)

} 25%
DATE GWI Percentage
Upon Ratification 11%
September - 2024 3%
September - 2025 3%
September - 2026 3%
September - 2027 5%

The reinstatement of the Cost of Living Allowance (COLA) will provide greater security and
protect our purchasing power from inflation. At the top rate, our cumulative raises combined
with COLA, will be over 30%. | P. 44

Top Rate Example Wage Increase

General Wage Increase GWI with projected COLA

Grade 18 Grade 17 Grade 11 Grade 9 Grade 7 Grade 5

Retroactive to
Current top Rate $45.15 $44.11 $38.67 $36.97 $35.55 $33.96 October 23, 2023
11% GWI (Upon Ratification) $4.97 $4.85 $4.25 $4.07 $3.91 $3.74 | P. 44
2023 Cola Estimate $0.12 $0.12 $0.12 $0.12 $0.12 $0.12 Due to the extended bargaining of
End of 2023 Top Rate $50.24 $49.08 $43.04 $41.16 $39.58 $37.82 these negotiations, your negotiators
were able to secure that the wage
3% GWI (September 2024) $1.50 $1.47 $1.29 $1.23 $1.18 $1.13 rate increase will be paid retroactively
2024 Cola Estimate $0.45 $0.45 $0.45 $0.45 $0.45 $0.45 for all hours worked on and after
October 23, 2023. These wage rate
End of 2024 Top Rate $52.19 $51.00 $44.78 $42.84 $41.21 $39.40 adjustments will be issued as soon
3% GWI (September 2025) $1.55 $1.51 $1.33 $1.27 $1.22 $1.16 as practicable but no later than pay
ending December 17, 2023.
2025 Cola Estimate $0.36 $0.36 $0.36 $0.36 $0.36 $0.36
End of 2025 Top Rate $54.10 $52.87 $46.47 $44.79 $42.79 $40.92
3% GWI (September 2026) $1.60 $1.56 $1.37 $1.31 $1.26 $1.20
2026 Cola Estimate $0.39 $0.39 $0.39 $0.39 $0.39 $0.39
End of 2026 Top Rate %56.09 $54.82 $48.23 $46.17 $44.44 $42.51
5% GWI (September 2027) $2.74 $2.68 $2.35 $2.24 $2.16 $2.06
2027 Cola Estimate $0.46 $0.46 $0.46 $0.46 $0.46 $0.46
End of 2027 Top Rate $59.29 $57.96 $51.04 $48.87 $47.06 $45.03

SALARIED WORKERS SEE HISTORIC GAINS

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 COLA RESTORED | PP. 201-03
The UAW first negotiated COLA back in 1948 COLA would provide a total value of around
with the purpose of protecting the wages of UAW $8,800 through the CBA term.
members against rising consumer prices. COLA
remained in place for over 60 years until it was COLA is presented separate from base wages
suspended in 2009 due to the Global Financial on your paycheck and will increase or decrease
Crisis. based on increases or decreases in the CPI
(increases in CPI = inflation, decreases = deflation)
COLA is calculated quarterly based on changes
but in no circumstance will COLA drop below
in the Consumer Price Index (“CPI”) published
by the U.S. government and is included in your zero. COLA is included in computing overtime
paycheck on a cents per hour basis. premium, shift/crew premium, all contractual
paid time off, and call-in pay. Consistent with the
The COLA formula is estimated to generate formula suspended in 2009, a 10 cent quarterly
$1.78 per hour over the term of the CBA. This diversion is in place to offset healthcare inflation.
estimate is based on a 2.4% average annual At the end of the contract, the total amount of
inflation increase derived from the Wall Street COLA generated minus five cents will be folded
Journal Economic Survey. Under this scenario, into base wages.

Protecting Profit Sharing Benefits

We established a new protection for the profit-sharing rights of employees who leave
the company. If an employee terminates after Dec. 31, but before the payout date, they
will still be eligible for the profit-sharing payment.

WINNING PRODUCT
FOR OUR PLANTS P. 211
Your UAW bargainers were also intent on retaining and growing employment opportunities for
our members. We understood the challenges posed by the transition to electric vehicles (EVs),
and worked to win investments that will secure our future in EV production and benefit members
who continue to make ICE vehicles.
Through these negotiations your bargainers secured $18.9 billion in product commitments and
other investments, surrounding Internal Combustion and Electric Vehicles.

SALARIED WORKERS SEE HISTORIC GAINS

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 ASSEMBLY OPERATIONS
Plant Product Investment
Belvidere
• All New Midsize Trucks in 2027 (80,000 – 100,000 Units Projected)
$1.5 Billion

• Current Dodge Durango (WD) will continue through 2025

• Current Jeep Grand Cherokee 2 row (WL 74) will continue through 2027
• Current Jeep Grand Cherokee 3 row (WL 75) will continue into 2028
Detroit Assembly • Mid-Cycle Action updating the Jeep Grand Cherokee 2 row (WL 74) in
Complex 2024
$1.5 Billion • Mid-Cycle Action updating the Jeep Grand Cherokee 3 row (WL 75) in
2024
• Next generation Durango (D6U), including ICE and BEV in 2026
• Next generation Grand Cherokee (J6U), including ICE and BEV in 2027
• Current Jeep Wrangler (JL) will continue into 2028
Toledo Assembly • Current Jeep Gladiator (JT) will continue into 2028
Complex • Mid-Cycle Action updating the Jeep Gladiator (JT) in 2023
North & South • Jeep Wrangler (JL) PHEV Upgrade in 2025
$1.5 Billion • Jeep Gladiator (JT) PHEV Upgrade in 2025
• Next generation Jeep Wrangler (J70) including BEV and REPB in 2028
• Current RAM 1500 (DS) will continue through 2024
• Wagoneer/Grand Wagoneer (WS) will continue into 2028
Warren Truck • Mid-Cycle Action Wagoneer/Grand Wagoneer (WS) in 2025
$600 Million • Introducing Wagoneer/Grand Wagoneer (WS) REPB STLA Frame in 2025
• Introducing Wagoneer/Grand Wagoneer (WS) BEV STLA Frame in 2027
• 2nd Mid-Cycle Action Wagoneer/Grand Wagoneer (WS) in 2027
Sterling Heights • Current Ram 1500 Light Duty (DT) will continue through 2024
$1.4 Billion • Mid-Cycle Action updating the RAM 1500 Light Duty (DT) in 2024
• New RAM 1500 Light Duty (DT) including BEV and REPB STLA Frame in 2024
JOINT VENTURE BATTERY PLANTS
Plant Product Investment
Belvidere • Launch a new JV battery operation in 2028 with a yet to be identified
$3.2 Billion business partner.
Kokomo • Launch two new JV battery operations with Samsung SDI with the first
$6.2 Billion scheduled to being production in 2025 and the second in 2026.
MOPAR
Plant Product Investment
New Belvidere • Launch in 2024 through the consolidation of work from the Marysville,
Consolidated Chicago, and Milwaukee PDCs.
Mopar Mega Hub • Introduce Stamping operations in support of replacement parts for the
$100 Million Belvidere Mega Hub in 2025.
New Fishkill, NY Mopar Hub • Launch in 2025 with the consolidation of work from the New York and
$30 Million Boston PDCs.
New Macon, GA Mopar
• Launch in 2026 with the consolidation of work from the Orlando and
Hub
$30 Million Atlanta PDCs
New Metro Detroit Region
• Launch in 2026 with the consolidation of work from the Centerline PDC,
Mopar Hub
$30 Million Centerline Warehouse & Packaging, Warren PDC, and Sherwood PDC
New Reno, Nevada PDC • Launch projected in 2027 with the consolidation of work from the LA
$30 Million PDC
New South Central TX PDC
• Launch projected in 2026 with the consolidation of work from the Dallas PDC
$30 Million

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 POWERTRAIN

Plant Product Investment

• Continued production of various engine blocks and
components, transmission cases and components &
chassis components
• Launch WL & LB Crossmembers in 2024
Kokomo Casting
• Launch EDM Gearbox Cover in 2024
$160 Million
• Launch GME T6 Oil Pan in 2024
• Launch the EP6 Bedplate in 2025
• Launch the EP6 Block in 2025
• Launch eMotors Housing and Cover in 2026
Kokomo Engine • Current product GME T4 DOHC will continue into 2028
• Current product 850RE Gen 2 will continue into 2028
Kokomo Transmission • Current product SI-EVT will continue into 2028
$450 Million • Launch the 880RE Gen4 in 2024
• Introduce Electric Drive Motor Gearbox Covers in 2024
• Current product 948TE will continue into 2028
• Current product 68RFE will continue into 2024
• Launch Phase I of Electric Drive Motor Gear Machining
Indiana Transmission
& Assembly in 2024
$900 Million
• Launch Phase II of Electric Drive Motor Gear Machining
& Assembly in 2025
• Launch e-Motor Assembly in 2026
• Pentastar Classic continues through 2024
Trenton Engine
• Pentastar Upgrade continues through 2028
• Launch the GME – T4 EVO in 2024
Dundee Engine Plant • Launch the EP6 in 2025
North & South • Introduce production of STLA Frame & Large Battery
$770 Million Trays in 2024
• Introduce Production of STLA Large Beam Machining in 2025
• Current 850RE Torque Converters will continue into 2028
• Current 948TE Torque Converters will continue into 2028
• Current HD Truck Steering Columns will continue into 2028
Toledo Machining • Current Jeep Wrangler/Gladiator (JL/JT) Super-Module
$270 Million will continue into 2028
• Introduce Production of STLA Large Front Cradles
• Introduce Production of STLA Medium Cradles
• Introduce Production of Halfshafts
STAMPING
Plant Product Investment
• Continue current products to support Detroit Assembly
Sterling Stamping Complex Jefferson, Warren Truck, Toledo and Sterling
$165 Million Heights Assembly facilities.
• Introduction of future products to support Detroit Assembly
Warren Stamping Complex Jefferson, Warren Truck, Toledo, Sterling Heights
$85 Million Assembly and other North American facilities

MOPAR Heartburn
The company gave us two choices for MOPAR: to either consolidate facilities and gain jobs, or close
facilities and lose jobs. The choice to consolidate these facilities was difficult, but we came out of it with
the elimination of the lower wage tier at MOPAR, a guarantee of job security, and the right to bargain for an
expanded moving allowance beyond the $37,500 we already won.

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 BATTERY PLANTS & EVs
The Electric Vehicle transition is a critical moment for autoworkers everywhere. Our job is to
make sure that all auto jobs – EV and ICE – are good jobs, and that this transition does not become
a race to the bottom. With that in mind, your national negotiators secured key agreements
to secure our jobs and make sure new EV jobs maintain our standards and protections. The
Company has committed to a pathway to the battery plants for SBU members in the future.
Doubling Down on EVs in Kokomo
Our UAW members have already made Kokomo the transmission capital of the world. Now we’re
going to become a world-beater in battery production as well. Stellantis has committed to build
two new battery plants in Kokomo. It’s a $6.2 billion investment that the company estimates will
create 2,600 permanent jobs.
A Bright Future for Belvidere | pp. 211-12
Eight months ago, Belvidere was flat on its back. The last worker had just walked out of our plant,
and the company had no plans to reopen it. Now, not only will we have an assembly plant in
Belvidere, we have won a commitment from Stellantis to locate a new battery plant there. Like the
plants in Kokomo, it’s a massive investment – $3.2 billion – that will generate an estimated 1,300
jobs. We proved that when we fight we can win big.

Expanding EV Production in Existing Plants | p. 212

We’re not just winning new battery plants. We’re also bringing EV production into our existing
facilities. We’ll be building battery trays at Dundee Engine and more EV components in other
plants. And because we have the right to strike over plant closures – and also if the company fails
to fulfill product and investment commitments – we have serious leverage to build the EV future in
our existing plants.

JOB SECURITY
Your negotiating team went into this bargaining session laser focused on getting back many of
the things UAW members lost during the downturn. On job security, the goals were not only met,
but exceeded. We have won more rights and benefits for workers facing potential layoffs.
SBU Outsourcing Moratorium | P. 206
The bargaining committee successfully negotiated a “SBU Outsourcing Moratorium” letter into the
SBU agreement. This letter is a duplicate of the HBU Letter 300. The inclusion of this letter gives the
SBU Leadership more ability to prevent and / or challenge any outsourcing actions proposed by the
company.
Dual Source Letter Protecting U.S. Jobs | P. 204
We won a key provision that will keep the Ram 1500 (ICE, BEV and REPB) at SHAP and the Pentastar
Classic and Upgrade at Trenton Engine. If these products are built in a plant outside the United
States, the Company must first decrease production in the non-U.S. plant before SHAP’s or Trenton’s
production is scaled back.

Right to Respect Picket Lines | P. 5

We won the right to support other workers when they’re standing up for their rights. The company
cannot discipline or discharg us for refusing to cross a lawful primary picket line.

NEW Right to Strike Over Plant Closing, Outsourcing Moratorium, and Product & Investment
Commitments | p. 5
Your bargaining team secured the right to strike over any potential plant closing during the
life of the agreement. That gives us unprecedented power to fight plant closures. And we
went one step further. For the first time in our union’s history, your bargaining team was also
able to secure language for the right to strike over the company’s failure to fulfill product and
investment commitments. We have gone from seeing Stellantis’ footprint shrink in the United
States to gaining the leverage to grow our plants and our membership.

SALARIED WORKERS SEE HISTORIC GAINS

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Transition Assistance Backstops our SUB Pay Benefits | p. 19
We won 52 weeks of SUB plus 52 weeks of transition assistance for indefinite
layoffs. When a member exhausts their SUB, they aren’t cut off. Instead, they can
continue to receive medical benefits and half of full pay for another 52 weeks. Now
members have a choice when their SUB benefits expire. They can take an up-front
lump-sum or they can take transition assistance and keep their options open.

INCREASED MOVING ALLOWANCES

Moving Allowance Type Old Contract New Contract Increase
Basic Moving Allowance $6,000 $8,000 $2,000
Enhanced Moving Allowance $30,000 $37,500 $7,500
Modified Enhanced Moving Allowance $30,000 $37,500 $7,500

Letter 186 – SBU placement to HBU | p. 165

SBU has had members indefinitely laid off who had previous hourly seniority. However, that
seniority was from a plant that is now closed and they lost all of that seniority. Now they will be
able to exercise options to remain at their current location and be granted their hourly seniority
within the provisions of the PM&P agreement.

Sourcing:
Make Buy Log Purged and Revisions p.208
The Make Buy log has been purged. Prior to negotiation’s the SBU Dealer Claims Analysts,
Designers, Mechanics / Technicians, Mopar Compilers and Mopar Special Investigations were all on
the Make Buy log with the intent to indefinitely lay them off with no intent on ever returning them
to work.

Make Buy Process | p. 208

During the life of this agreement no Make Buy Studies will be conducted within the scope and
content of work normally performed by SBU members.

Layoffs and New Classifications

The Company tried to introduce new classifications under the premise that it needed more
specialized employees. The Bargaining Committee denied this proposal, knowing that it was an
attempt to create classifications for lower seniority employees that could impact higher seniority
employees in times of layoff.

AMEPT- 3D Printer Operations | pp. 176-77

The Bargaining Committee addressed concerns involving the growing use of 3D Printers. Letter
206 has been improved protecting and outlining SBU members’ applications of that technology in
all manufacturing, development and validation locations.

Salary Continuation
During these negotiations, the company proposed to eliminate Salary Continuation for all
traditional SBU members. The Bargaining Committee denied this proposal, and now all traditional
and in-progression members qualify for Salary Continuation regardless of hire date.

SALARIED WORKERS SEE HISTORIC GAINS

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HEALTH & SAFETY
pp. 67-94
Your elected negotiators won new training
programs, as well as improvements in
existing programs, to help keep you safe
on the job. Bargainers also maintained
many of our programs and initiatives that
exceed state and federal guidelines.

Keeping Medical Staff on Site | p. 89

We were successful at addressing the medical
staffing issues at manufacturing locations during
production hours. The number needed to staff
medical is now 275 workers, but we also were
able to win the ability for a labor market area
to consider when multiple facilities are working
and none reach the 275 threshold. They can
still schedule one facility’s medical operations
as long as the accumulated number from all
facilities exceeds 275. (M13 Section X(L)(3))

SALARIED WORKERS SEE HISTORIC GAINS

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 HEALTH CARE BENEFITS
IMPROVED. EXPANDED. PROTECTED
Your bargaining team addressed the inequity of • Dental maximum increased by $150, new
health care coverage during indefinite layoffs. maximum amount: $2,000 BENEFITS, 59
As a result, all full-time members will receive 24 • Dental coverage for Implants increased
months of health care coverage when placed from 50% to 90%. BENEFITS, 58
on indefinite layoff. This will provide security • Lasik surgery benefit increased by $55, to
to members and their eligible dependents. $350 (per person). BENEFITS, 68
• Secured all current preventive services
The Company estimates that its cumulative benefits covered at 100% required under
cost to provide employee health care will the Affordable Care Act (ACA), if at
increase approximately $613 million dollars any time the ACA is repealed. These
over the next four years. It will exceed $1.1 benefits are now part of the Plan design.
BENEFITS, 47
billion in 2027. With this expected increase in
• Increased non-participating hospital rates,
costs, the Company wanted to impose a 20% from $230 to $500 Inpatient room and
increase in cost share to our members. We board charges, $20 to $50 per day for
fought it and rejected it. Our members need inpatient ancillary charges (Total of $550
deserve to have the best quality health care Per day). BENEFITS, 17
coverage in the industry, with the lowest out-
of-pocket costs. In this round of bargaining, Maximizing Health, Reducing Health Care
we fought successfully to keep our care Costs
affordable all while adding improvements. To continue to provide excellent health care
coverage to our members and their eligible
Health Care During Layoff Improved P. 19 family members, the Union and the Company
Your bargaining team addressed the inequity of agreed to certain programs that will help
health care coverage during indefinite layoffs. mitigate and reduce the current trend of rising
As a result, all full-time members will receive 24 health care costs without having to pass any of
months of health care coverage when placed those cost shares to our members.
on indefinite layoff. This will provide security to
members and their eligible dependents. For SCN & PPO Plans
Maintained • Prudent RX Specialty Drug Program
may provide 0% prescription copay to
• No Premiums members for specialty drug that are
• No loss of current benefits on the Prudent RX Specialty Drug list.
• No increases to copays or deductibles BENEFITS, 5
• Major Medical • Pre-Authorization for Spinal and Joint
Added Benefits to the Standard Care Network program. BENEFITS, 40
& PPO Plans BENEFITS, 48-49 • 5-mile CVS proximity network (Members
• Allergy Testing and Immunotherapy whose zip code is within 5 miles of a CVS
Benefit location). BENEFITS, 6
• Chiropractic (24 visits per year) • Medicare Part-B enrollment if approved
• Injections for SSDIB with Medicare Part B premium
• Earwax Removal reimbursement. BENEFITS, 22
• Autism Benefit (Applied
Behavioral Analysis)
• Travel & Lodging Benefit
Expanded Benefits
• New Hires (including Supplemental
Employees) receive Health Care after
90 days from date of hire or rehire.
BENEFITS, 17

SALARIED WORKERS SEE HISTORIC GAINS

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DISABILITY BENEFITS
Disability benefits are absolutely essential. Additional Holiday Added | p. 16
And we improved them in this agreement. The bargaining team was successful
We’ve made important gains in a number of in negotiating Juneteenth as an
areas. additional holiday to be recognized
each year of the agreement.
Sickness & Accident (S&A)
& Extended Disability Benefits (EDB) Parental Leave benefit
Full-time employees with one or more years See addendum to SBU White Book
of seniority are eligible for 52 weeks of Eighty (80) hours of Paid Parental
Sickness & Accident Benefits, eliminating Leave to an employee who:
the duration based on years of seniority. - Has given birth to a child
Benefits p. 121 - Is the biological parent of a newborn
- Has adopted a child under the
S&A waiting period now based on 3 calendar age 18 (other than a spouse’s child)
days (including Saturday and Sunday), - Has become a parent of the
rather than 3 scheduled workdays. Pay newborn child of a surrogate or donor.
begins on the following scheduled workday.
Benefits p. 119

Elimination of the employee’s provision

that served more punitive than corrective
in nature under the (B-13 – Abuse of S&A
Program.) Benefits pp. 75-76

Increase Medicare Part-B premium

reimbursement to Medicare Part-B
standard. Benefits p. 94

LIFE INSURANCE BENEFIT

This is another area where we held the line
and saw benefit rates increase along with
base pay rates.
Group Life Insurance (Company
Provided) Benefits pp. 95-99
• Increased benefit rates to Traditional
Member’s life insurance to correlate
with top HBU and SBU base pay rates.
• Maintained Survivor Income Benefits

SALARIED WORKERS SEE HISTORIC GAINS

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 RETIREMENT SECURITY
Retirement insecurity is one of the greatest economic injustices facing our country – and
our membership. We went into this round of negotiations committed to making huge
strides for current and future retirees. We didn’t get everything we wanted, but we got
more than many thought was possible.

CURRENT RETIREES & SURVIVING SPOUSES

We have won the first bonus for current retirees in 17 years. Under this agreement, current retirees
and surviving spouses will receive payments of $500 annually. For decades, surviving spouses
received less than retirees – this contract not only re-established annual bonuses for all retirees but
provided the same amounts for surviving spouses. Eligible if retired prior to October 1, 2023, with
payments in December.
TRADITIONAL EMPLOYEES
For current legacy employees we won a $5 increase to the Life Income Benefit which will result
in an increase of $1,800 a year to future pensioners. We also negotiated enterprise-wide buyout
offerings for our legacy members. The Incentive Plan for Retirement (IPR) will be for $50,000
(gross pretax) for an unlimited number of eligible production and skilled trade members. Packages
will be offered in 2024 and 2026.
IN-PROGRESSION EMPLOYEES
For current In-Progression employees, we won a groundbreaking 10% employer contribution—with
no required employee contribution—to their 401k.
ANNUITY
In-Progression Members will be given the opportunity to purchase an annuity at a discounted rate
with funds from their 401(k)

IN-PROGRESSION TRADITIONAL CURRENT RETIREES

10%
employer contribution
$5
Increase to Life Income
$500
Annual Payments
to 401(k) Benefit (LIB)

73% TO 146% INCREASE IN ANNUAL COMPANY

CONTRIBUTION TO 401KS BY END OF AGREEMENT

SALARIED WORKERS SEE HISTORIC GAINS

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Current Retiree Bonuses Return | PP 198-99
Current Retirees will once again receive a lump sum bonus under the proposed agreement.
Your bargaining team negotiated bonuses for retirees who retired prior to 10-01-2023.
Retirees and surviving spouses will receive a total of five yearly payments of $500 each.
The first payment will be scheduled no later than the end of the first quarter of 2024, and
the remaining payments will be scheduled in December 2024, 2025, 2026, and 2027.

In-Progression Improvements | P 208

Your bargaining team fought to improve retirement security for members who are
eligible for the company contribution and was successful in gaining a significant
improvement in the company contribution for our members who currently have a 6.4
percent company contribution rate. With the new agreement, In-Progression employees
will receive a significant increase in the company contribution rate to 10 percent. This
increase will greatly improve the ability to prepare for a secure retirement.

The Incentive Plan for Retirement | See addendum to HBU White Book
Your UAW bargaining committee was successful in negotiating enterprise-wide buyout
offerings for our legacy members. The Incentive Plan for Retirement (IPR) will be for $50,000
(gross pretax) for an unlimited number of eligible production and skilled
trade members. Packages will be offered in 2024 and 2026.

SOURCING
As our company passed from one corporation to another, the commitment to our workforce
seemed to drop with it. Our plants were closed, our product sent overseas, our work outsourced.
In this contract, we have finally gone from defense to offense. We negotiated powerful tools to
make our membership grow instead of shrink. Here’s some of what we won or strengthened:

• Moratorium on outsourcing of existing core jobs for both ou hourly and salaried bargaining
units. | p. 206
• Right to strike over plant closure and if the company fails to fulfill a product and investment
commitment. | p. 5
- New Product Investment for Belvidere, TMP, Trenton, and plants across the country.| p. 211
- Battery plants built in towns where we already have union strength. | p. 212
- Dual Sourcing Letter added to protect volume of Ram 1500 and Pentastar Engine
production at SHAP and Trenton. | p. 204
- Maintained the Supplier Relations Letters. The company wanted to delete these letters.
- New Technology Language also maintained.

SPW – STELLANTIS PRODUCTION WAY | pp. 119-22

Increase In UAW SPW Leadership In All Manufacturing Locations
Your Bargaining Team was successful in negotiating 16 UAW SPW Lead Positions, one at each
Manufacturing Facility. These individuals will be responsible for coordinating SPW planning
activities and will ensure that SPW is promoting job security for our membership on the shop floor.
Your Negotiating Team recognized the need to strengthen communication in each of our facilities.
They were successful in securing language to align the UAW Continuous Improvement Lead to
officially serve as the UAW Communications Lead at each manufacturing location.

Increase involvement in Launch Activities

The UAW Joint Domain Leads will now participate in JSOES Meetings and be given the opportunity
to be engaged from the very beginning of the Launch process to effectively support new product
launches.

SALARIED WORKERS SEE HISTORIC GAINS

14
 Tuition Assistance
Program
A major objective of our Tuition Assistance Program is to prepare
workers and our families for the jobs of the 21st century. Your UAW
negotiators won some significant improvements that will help us meet
the challenges ahead.

Tuition Assistance Increased P. 66

To meet the rising costs of education at universities
and colleges, this tentative agreement has enhanced
the tuition assistance substantially for active and
supplemental members, and the dependent children of
all UAW Stellantis members. An increase of $3,000 was
gained for Tuition Assistance and the book reimbursement
for degree-related books was increased by $800.

Scholarship for Dependent Children (SFDC) Improved P 102

New to the agreement, supplemental members are now
eligible to use the SFDC benefit, and the overall benefit
increased from $1,500 to $1,600. Also, if both parents are
active FCA employees, they will be eligible for the benefit
up to $3,200 per eligible dependent provided out-of-pocket
expenses are substantiated. Additional gains include high
school dependents that are dual enrolled in post-secondary
degree programs are now eligible to receive the benefit,
the grade requirement was enhanced to passing grades
and the application process was improved to allow SFDC
applications to be submitted after the end of the semester.

Finally, the joint administration of the Tuition Assistance

Program and Scholarship for Dependent Children program
was regained. In addition, a standardized documented appeal
process will be implemented for the TAP & SFDC programs.

YEARLY TUITION ASSISTANCE FOR ACTIVE AND SUPPLEMENTAL EMPLOYEES

TAP & SFDC Programs 2019 Contract New Contract

Job Related Degree Programs $5,000 $8,000*

Books for Job Related Programs $200 $1,000

Scholarship for Dependent Children $1,500 $1,600

*Tuition assistance paid out more than $5,250 per year

is subject
*Tuition assistance to out
paid applicable State
more than and Federal
$5,250 per yearincome taxes.
is subject to applicable
State and Federal income taxes.
SALARIED WORKERS SEE HISTORIC GAINS
1515
14
A DEAL WITH WHEELS DURATION & RATIFICATION
p. 24
UAW Members Win Employee Lease Program The terms of this proposed
One of the final commitments we won from the company agreement will not take
was access for UAW members to Stellantis’ Employee effect until the tentative
Lease Program. It’s a benefit that management has agreement is ratified by a
long enjoyed, but SBU workers have not had. majority of UAW members
at Stellantis, and only
The list of benefits is long: unlimited mileage, registration & then on the appropriate
plates, tire repair & replacement, 24/7 roadside assistance, no dates specified. The new
credit check, new vehicle every year, lease payments payroll agreement, if ratified,
deduction, special pricing for U.S. built vehicles, insurance will run for four years
included, maintenance & repairs, windshield replacement, no and nine months and will
deductibles, loaner vehicle for repairs, and the list goes on. expire April 30, 2028.

NEW LETTERS DUES: A CONSTITUTIONAL

MATTER
Veteran Job Opportunities | P 199 Dues are determined
The UAW and Stellantis discussed our mutual desire by UAW Constitutional
to support the country’s veterans and the need to Convention action and
continue placing a high priority on identifying qualified are not a subject of
veteran candidates for hire into production, skilled negotiations. Dues are
trades and salaried jobs within the bargaining unit. based on the principle that
they reflect each member’s
Closed Plant & Idle Plant Seniority Clarification | P 165 cash income, normally 2.5
Salary Bargaining (SBU), skilled trades returning hours of straight-time pay
to production, and employees transferred via per month. Lump-sum cash
the 67A process will now have an opportunity to payments are subject to
attain their seniority from a closed/idle plant. dues because they also
represent cash income and
MOU – Regarding Layoff Status for Employees in Belvidere | are assessed at the rate of
See addendum to SBU White Book 1.44%, which is equivalent
Currently indefinitely laid-off members at Belvidere will to 2.5 hours of straight-
now be converted to a temporary layoff upon ratification. time pay per month.

UAW STELLANTIS
SBU REPORT
This report is based on
the tentative agreement
negotiated by the
UAW 2023 National
Negotiating Committee.
This is a summary of the
tentative agreement. In
all cases actual contract
language will apply.

16
84 HOLIDAYS OVER FOUR AND A HALF YEARS
Holiday Added P. 16
Your bargaining team won Juneteenth as an additional paid holiday. A total of eighty-
four (84) holidays will be provided to UAW Stellantis during the proposed agreement. All
existing holidays are maintained. When a holiday falls on a Saturday it will be observed on
the preceding Friday. When it falls on a Sunday it will be observed the following Monday.
2023-2024 2024-2025

Nov. 10, 2023 Veterans Day Observed Nov. 5, 2024 Federal Election Day
Nov. 23, 2023 Thanksgiving Nov. 11, 2024 Veterans Day

} }
Nov. 24, 2023 Day after Thanksgiving Nov. 28, 2024 Thanksgiving
Dec. 25, 2023 Nov. 29, 2024 Day after Thanksgiving
Dec. 26, 2023 Dec. 23, 2024
Christmas Dec. 24, 2024
Dec. 27, 2023
Holiday Dec. 25, 2024
Dec. 28, 2023 Christmas
Period Dec. 26, 2024
Dec. 29, 2023 Holiday
Jan. 1, 2024 Dec. 27, 2024
Dec. 30, 2024 Period
Jan. 15, 2024 Martin Luther King Jr. Day
Mar 29, 2024 Good Friday Dec. 31, 2024
April 1, 2024 Day after Easter Jan. 1, 2025
May 27, 2024 Memorial Day Jan. 20, 2025 Martin Luther King Jr. Day
June 19, 2024 Juneteenth Day April 18, 2025 Good Friday
July 4, 2024 Independence Day April 21, 2025 Day after Easter
July 5, 2024 Friday after July 4th May 26, 2025 Memorial Day
Sept. 2, 2024 Labor Day June 19, 2025 Juneteenth Day
July 4, 2025 Independence Day
Sept. 1, 2025 Labor Day

2025-2026 2026-2027

Nov. 11, 2025 Veterans Day Nov. 3, 2026 Federal Election Day
Nov. 27, 2025 Thanksgiving Nov. 11, 2026 Veterans Day

}
Nov. 28, 2025 Day after Thanksgiving Nov. 26, 2026 Thanksgiving

}
Dec. 24, 2025 Nov. 27, 2026 Day after Thanksgiving
Dec. 25, 2025 Dec. 24, 2026
Dec. 26, 2025 Christmas Dec. 25, 2026
Dec. 29, 2025 Holiday Dec. 28, 2026 Christmas
Dec. 30, 2025 Period Dec. 29, 2026 Holiday
Dec. 31, 2025 Dec. 30, 2026 Period
Jan. 1, 2026 Dec. 31, 2026
Jan. 2, 2026 Jan. 1, 2027
Jan. 19, 2026 Martin Luther King Jr. Day Jan. 18, 2027 Martin Luther King Jr. Day
April 3, 2026 Good Friday Mar. 26, 2027 Good Friday
April 6, 2026 Day after Easter Mar. 29, 2027 Day after Easter
May 25, 2026 Memorial Day May 31, 2027 Memorial Day
June 19, 2026 Juneteenth Day June 18, 2027 Juneteenth Observed
July 3, 2026 Independence Day Observed July 5, 2027 Independence Day Observed
Sept. 7, 2026 Labor Day Sept. 6, 2027 Labor Day

2027-2028
Nov. 11, 2027 Veterans Day
Nov. 25, 2027 Thanksgiving

}
Nov. 26, 2027 Day after Thanksgiving
Dec. 24, 2027
Dec. 27, 2027
Dec. 28, 2027
Christmas
Dec. 29, 2027
Holiday
Dec. 30, 2027 Period
Dec. 31, 2027
Jan. 17, 2028 Martin Luther King Jr. Day
April 14, 2028 Good Friday
April 17, 2028 Day after Easter

17
 THE NEGOTIATIONS PROCESS
WHO’S WHO UAW National Stellantis Council: Elected local leadership at UAW-
represented Stellantis facilities represent members’ interests on the
National Council.

UAW National Stellantis Sub-Councils: National Stellantis Council broken

down into departments or divisions (i.e. Skilled Trades, Assembly, Parts).

UAW National Negotiators: Local UAW leadership elected within each

Sub-Council whose role is to negotiate the national contract.

Negotiations Sub-Committee: Made up of UAW National Negotiators

and the UAW National Stellantis Department. Sub-Committees are broken
down by subject matter.

UAW National Resolutions Committee: Local UAW Leadership elected

with each Sub-Council whose role is to oversee and organize resolutions
received from the membership.

UAW National Stellantis Department: International UAW Staff assigned to

Stellantis.

TIMELINE
10.12.22 10.26.22 3.20.23 3.27.23 4.24.23 5.3.23

UAW Stellantis Letter sent UAW National UAW Special 2023 Index of Official call to
National to local UAW Stellantis Sub- Bargaining Language sent via the 2023 UAW
Negotiators Leadership from councils meet to Convention is email to servicing Stellantis Council
elected in St. UAW National discuss, review held in Detroit. reps to start reading Meeting in
Petersburg, Fla. Stellantis and approve over the language. Southfield, Mich.,
Department membership from June 20-22,
requesting resolutions from 2023.
membership their facilities.
resolutions.

6.20.23 7.13.23 7.28.23 8.14.23 8.24.23 9.14.23

UAW National Opening Negotiations Strike Strike Strike called as

Stellantis Council Ceremony, begin in Sub- authorization authorization the deadline
meets in Detroit/ Stellantis committees. Each letter sent to all voting completed passed without
Southfield Technology piece of language UAW Stellantis by all UAW- an agreement.
and votes to Center in Auburn negotiated locals with a Stellantis locals. UAW Local 12,
approve the Hills, Mich., the is reviewed, deadline of Toledo Assembly
2023 Collective official kick-off of discussed and August 24, 2023 Complex, called
Bargaining the 2023 National resolved by the to communicate out on the Stand
Proposals Book. Negotiations. UAW National results. Up Strike.
Negotiators.

18
 STELLANTIS DEPARTMENT STAFF
Rich Boyer, Vice President and Director
Harvey Hawkins, Jr. Joe Ferro John Weyer
Administrative Assistant Top Administrative Assistant Administrative Assistant

DeMetria Gordon Frank Grace Dave Karnafel Loreese Lee Nate Martin
Assistant Director Assistant Director Assistant Director Assistant Director Assistant Director

Steve Stahl Greg Stoey Mark Taylor Edgar Torres Gary Reid
Assistant Director Assistant Director Assistant Director Assistant Director Coordinator

UAW STELLANTIS NEGOTIATING COMMITTEE

Sub-Council Local
Tammy Wiser
7 868
(Recording Secretary)
8 Daryl Goodwin 1302
Mike Hayes 412
8

STAFF
Mike Adams Mike Godlewski Greg Marquardt Venus Paul John Stanfill
Jessica Bryant-Hardwell Kristine Hall Scott Moldenhauer Vince Precopio Bobby Young
Kisha Richardson-Chambers Lorenzo Jamison Kenny Morrast Frenchie Rippie-Stotts
Mona Copeland Jerry King Bryon Nusbaum Jessica Scott
J.D. Cowsert John Markovski Jennifer Palion Tom Shkrela

ADMINISTRATIVE STAFF
DaNisha Reeder Ashley Slezak Traci Traylor

PRESIDENT’S OFFICE STAFF

Chris Brooks Paul Caucci Jason Wade Benjamin Dictor
Top Assistant Top Assistant Top Assistant Counsel

Ava Barbour Lisa M. Harrison Jeff Dokho Matt Uptmor

Associate General Counsel Associate General Counsel Research Director Administrative Assistant

Renee Turner-Bailey Jonah Furman Jim McNeill Max Fazeli

Social Security Director Communications Director Assistant Director Assistant Director
Bob Mikulan Frankie Serra
Assistant Director Assistant Director

19
2023 UAW STELLANTIS NATIONAL NEGOTIATING TEAM

Brooks Caucci Fain Boyer Ferro Dictor

Wade Weyer Hawkins, Jr. Dohko Turner-Bailey Serra

Wiser Goodwin Hayes

Gordon Grace, Jr. Karnafel Lee Martin Stahl

Terry
Stoey Taylor Torres Reid

This is the UAW Stellantis National Negotiating Committee whose determined efforts, along with those of the UAW
National Stellantis Department, and other UAW staff, produced this tentative agreement. Shawn Fain is the President
of International Union, UAW; Rich Boyer is Vice President and Director of the UAW National Stellantis Department;
Joe Ferro is the Top Administrative Assistant to Boyer; Chris Brooks, Paul Caucci and Jason Wade are Top
Administrative Assistants to Fain; Benjamin Dictor is Counsel; Harvey Hawkins Jr. and John Weyer are Administrative
Assistants to Boyer; Jeff Dokho is Director of the UAW Research Department; Renee Turner-Bailey is Director of the
UAW Social Security Department; Frankie Serra is an Assistant Director of the Social Security Department; DeMetria
Gordon, Frank Grace Jr., Dave Karnafel, Loreese Lee, Nate Martin, Steve Stahl, Greg Stoey, Mark Taylor and Edgar
Torres are Assistant Directors of the UAW National Stellantis Department; Gary Reid is a coordinator of the UAW
National Stellantis Department; John Morgan, UAW Local 7, Detroit Assembly Complex–Jefferson, Sub-council 1
(Assembly), is chairman of the UAW Stellantis National Negotiating Committee; Tammy Wiser, UAW Local 868,
Atlanta PDC, Sub-council 7 (Office and Clerical), is recording secretary of the UAW Stellantis National Negotiating
Committee; Daryl Goodwin, UAW Local 1302, Kokomo Transmission Plant, Sub-council 8 (Engineering); Mike Hayes,
UAW Local 412, Chrysler Technology Center, Sub-council 8 (Engineering).

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