Unionized machinists at Pratt & Whitney on Sunday approved a three-year contract that the union says strengthens job security language while improving wages and benefits.
About 3,000 members of the International Association of Machinists and Aerospace Workers from District 26, Local 700 in Middletown and Local 1746 in East Hartford voted on the contract, which takes effect Monday, a the union said in a statement.
IAM members at both Connecticut facilities manufacture, repair, and produce parts for commercial and military engines, including the KC-46 air-to-air tanker, F-35 Joint Strike Fighter, and airliner. commercial A320. Pratt is a division of Raytheon Technologies Corp.
“Our members were adamant that job security was their top priority,” IAM Aerospace general vice president Mark Blondin said in a statement. “The bargaining team from both locals worked together to secure job security provisions and other improvements for their members. »
IAM District 26 Deputy Trade Representative and Chief Negotiator Jeff Santini said the union “has made solid gains in almost every aspect of our agreement and maintained previous important language.”
According to the union, the new contract includes:
– Improve job security language, including new jobs.
– Strong general annual salary increases and pension multiplier.
– Personal leave and vacation improvements.
– Solid health care improvements with minimum average savings of $2,400 including bonuses and out-of-pocket costs per employee.
– Severance and rehabilitation improvements, and more.
The union did not provide details.
The IAM District 26 Bargaining Committee unanimously recommended the proposal. Contract negotiations have been ongoing since the end of March.
The deal follows a 5.5-year deal approved in 2016 that gave union members annual raises of 2.5% as well as bonuses of $6,500. For the first time since 1960, the pact expires in May rather than December.
More than 80% of union members voted in favor of the latest contract, which eliminated traditional pensions for workers hired after a delay, replacing them with alternative programs such as 401(k)s.
The agreement also required higher deductible and premium health insurance payments, with a phased transition to health savings accounts for new hires.